Upwork Blog » Clientshttps://www.upwork.com/blog
Insights and updates about UpworkFri, 31 Jul 2015 13:39:49 +0000en-UShourly1How ServiceM8 Leverages a Global Online Customer Support Teamhttps://www.upwork.com/blog/2015/07/servicem8-leverages-global-online-customer-support-team/
https://www.upwork.com/blog/2015/07/servicem8-leverages-global-online-customer-support-team/#commentsFri, 31 Jul 2015 13:31:15 +0000http://www.upwork.com/blog/?p=35409In the past two years, ServiceM8 has seen a 200 percent increase in their volume of help desk requests. Here's a look at how they've scaled their support team with professionals from around the world.

]]>In the past two years, ServiceM8, a privately-owned business in Australia, has seen a 200 percent increase in their volume of help desk requests. At the same time, their global, online customer support reps have helped reduce the average help desk response time by 50 percent — a statistic that continues to improve.

Kim Ford, CEO of ServiceM8

“When we started ServiceM8, we knew that in order to deliver on our vision and help businesses thrive, we’d need a cost-effective and scalable approach to providing customer support,” said Kim Ford, CEO of the five-year-old business.

ServiceM8’s signature product is a cloud-based mobile app that helps businesses in the service industry manage operations and deliver services to field reps, administrative personnel, and management. The app is designed to be intuitive, but the ServiceM8 team knows that no matter how bug free or easy to use their product is, their clients may still need help from time to time. They recognize that growth isn’t sustainable if customer support can’t match the pace.

Challenged by such rapid growth, Kim says they found the solution in a remote, online team of reliable and skilled customer support reps who have allowed them to stay competitive. ServiceM8’s success has even been recognized: the company was named the 2014 Telstra Northern Territory Business of the Year at the Telstra NT Business Awards, and received the best field service app award at the 2013 Australian Mobile Awards.

ServiceM8 credits their customer service success to the ability to contract with quality customer support reps on Upwork — and do so quickly. Kim says they’ve been able to match their business growth as needed and to feel confident that they are bringing on quality professionals. With the help of Upwork, he says ServiceM8 has built their help desk into a structured, self-standing division of the company; it now supports operations in 16 countries including the US, UK, New Zealand, and South Africa.

Kim explains that several factors play into the value that ServiceM8 places on contracting freelancers for their help desk:

Access to the best people for the job, wherever they live. ServiceM8 likes that Upwork takes away borders; instead of being limited to a local pool of applicants they have access to a veritable sea of talent.

They can take advantage of international exchange rates to secure capable, experienced, and qualified professionals at a more cost-effective rate.

Work and experience that speaks for itself through reviews from other clients on the Upwork platform. “This allows us to make an informed decision based on real feedback on a person’s work from other businesses, helping us get to the right people faster,” said Kim.

Professionals who work remotely have their own office setup. “We simply hire people who already have a suitable setup, which in most cases is a good Internet connection and a good computer.”

Better quality of life. “Since customer support professionals work from home they have the flexibility of stepping away to take care of their families, then get back to helping our customers.”

Building strong relationships with contractors is something ServiceM8 strives for. Kim feels that, “online professionals should feel safe, valued, and believe their work is important. We’re always working on ways of ensuring our people feel this way.”

]]>https://www.upwork.com/blog/2015/07/servicem8-leverages-global-online-customer-support-team/feed/0New in the Hiring Hub: How to Set Expectations or Find a Great Data Entry Prohttps://www.upwork.com/blog/2015/07/hiring-hub-set-expectations-data-entry-pro/
https://www.upwork.com/blog/2015/07/hiring-hub-set-expectations-data-entry-pro/#commentsThu, 16 Jul 2015 17:00:29 +0000http://www.upwork.com/blog/?p=35353Have you checked out the Hiring Hub, Upwork’s new destination for ideas and inspiration? We're adding more information every week—here are a couple of articles you may have missed.

]]>Have you checked out the Hiring Hub, Upwork’s new destination for ideas and inspiration? From web development and design to marketing and information for startups, we’re building the ultimate resource for entrepreneurs, executives, and freelancers—and adding more every week. Here’s a look at some of the articles you may have missed.

Businesses generate a lot of data, and some of it helps power important decisions and processes—sales information, customer feedback, industry data, and online research are just a few examples. But it’s easy to leave all the digital files, records, and spreadsheets on a “to do later” list. A data entry professional can help get all that information under control by converting files, entering data, and keeping an eye out for anomalies. Learn more about how a data entry pro can help you…

Particularly when you work with someone remotely, effective communication is critical to getting things done—and an early test of this is setting expectations. Defining a project’s timeline, milestones, deliverables, and objectives will help keep everyone on the same page. This isn’t always as easy to do as it might sound, however. Here are five tips to help you succeed…

Have a look at the Hiring Hub to learn more about the tools, tactics, and technology that power businesses today.

]]>https://www.upwork.com/blog/2015/07/hiring-hub-set-expectations-data-entry-pro/feed/0An Update on 2015 Marketplace Quality Initiativeshttps://www.upwork.com/blog/2015/06/update-2015-marketplace-quality-initiatives/
https://www.upwork.com/blog/2015/06/update-2015-marketplace-quality-initiatives/#commentsFri, 19 Jun 2015 16:00:06 +0000http://www.upwork.com/blog/?p=35170Earlier this year, Upwork announced a number of initiatives to make it easier for great freelancers to succeed. In this update, Elizabeth Tse shares the impact they are already having on freelancers and our workplace, as well as a preview of new initiatives to come.

Earlier this year, I shared our 2015 plan to make it easier for great freelancers to succeed. Many of these initiatives are well underway, and I’m excited to share the impact they are already having on freelancers and our workplace. I’ll also provide a preview of new initiatives to come.

Since the introduction of Connects in February, we’re finding freelancers are competing against a smaller, more relevant group of candidates.

Data shows that freelancers are submitting fewer proposals overall while still winning the same number of contracts.

With a significant increase in projects being posted on Upwork this year, programs like Connects that help the right freelancers and clients connect fast are more important than ever.

Programs to address unprofessional clients are ramping up.

On a large workplace like Upwork, we understand that it can be challenging for freelancers to effectively screen their clients. We want to make this easier and have already seen difficult clients responding to outreach. Clients that are consistently negative in their interactions with freelancers are contacted and if unable to improve, are no longer permitted to use Upwork.

The Job Success score is helping top freelancers win more contracts.

The My Stats dashboard shows your business metrics, which enable you to identify where your freelance business can improve to deliver higher quality results for your clients. The most prominent metric on My Stats is the Job Success score, which provides a snapshot of your overall client satisfaction. This score allows qualified and experienced freelancers to stand out more to potential clients in the marketplace.

In fact, twice as many contracts now go to top freelancers.

For some in the community, the benefits of this score are clear. For those with open questions, we’re going to share a more detailed look at the score soon.

If you deliver great results for your clients, we want to ensure we can deliver you access to great clients and work. The Job Success score helps make this happen. We’ll continue to make this metric more prominent on Upwork.

The Top Rated program is recognizing and rewarding excellent freelancers.

Top Rated status is earned by freelancers that consistently deliver great results for their clients. Freelancers in this group are now taking advantage of a badge on their profile, access to premium customer support, exclusive resources and select job invitations. Since the program launched, we’ve seen Top Rated freelancers stand out more and find it easier to win contracts.

And here’s a look at what’s to come…

This is just the beginning of initiatives geared toward helping great freelancers stand out and succeed.

Later this month we’ll conduct a pilot program to help highly skilled freelancers who are new to Upwork win their first contracts and grow their earnings quickly.

Upgrades to Identity and Phone Verification are also in testing.

The Top Rated program will continue to be enhanced, with a special community area launching soon along with access to exclusive workshops and resources.

As with many initiatives, the programs I’ve outlined help most great freelancers but are not designed to help everyone. We’ll continue to push for even more success with these programs through regular refinements and updates to cast a wider net.

I’ll be back to share more progress soon. In the meantime, I wish continued success to our great community of freelancers!

]]>https://www.upwork.com/blog/2015/06/update-2015-marketplace-quality-initiatives/feed/0How New Tech Can Help You Engage Freelancers [Infographic]https://www.upwork.com/blog/2015/06/road-to-success-engage-freelancers-infographic/
https://www.upwork.com/blog/2015/06/road-to-success-engage-freelancers-infographic/#commentsTue, 16 Jun 2015 14:35:37 +0000http://www.upwork.com/blog/?p=35125What is a Freelancer Management System (FMS) and how can it help your business? This infographic highlights some of the top difficulties of online work and how a FMS can help.

]]>Freelancers are becoming a not-so-secret key to success, giving businesses access to skilled and cost-effective talent when they need it. However, working with contractors isn’t without its challenges.

Finding skilled professionals is often ad hoc. Different people within the same organization may take different approaches to finding, partnering, and paying freelancers without an overarching plan or process.

This can easily lead to miscommunication, confusion, or time-consuming admin.

One way to engage contractors effectively is to use a Freelancer Management System (FMS) — especially at an enterprise level. Upwork Enterprise makes it easier for companies to access freelancers and improve efficiency and visibility with their pool of freelancers.

“On The Road to Success” highlights some of the top difficulties of online hiring, and how a FMS can help.

]]>https://www.upwork.com/blog/2015/06/road-to-success-engage-freelancers-infographic/feed/1Now Available For Android: New Upwork Messenger Apphttps://www.upwork.com/blog/2015/06/upwork-messenger-app-android/
https://www.upwork.com/blog/2015/06/upwork-messenger-app-android/#commentsTue, 02 Jun 2015 19:00:06 +0000http://www.upwork.com/blog/?p=35074The new Upwork Messenger App for Android (previously released for iOS) makes it much easier for freelancers to keep work moving when away from their desk. It includes improved collaboration and new ways to help ensure that freelancers never miss out on a great opportunity.

]]>We’re excited to announce that Android customers can now enjoy the many benefits of our new Messenger App.

Recently released for iOS phones, the new Upwork Messenger App for Android makes it much easier for freelancers to keep work moving when away from the desk. This includes improved collaboration and new ways to help ensure you never miss out on a great opportunity.

Here’s what you can do on the Android app today:

Stay on top of opportunities with job alerts

Easily keep your availability status up to date

Communicate with clients on-the-go

And not to rest on our laurels, the Upwork team remains hard at work on additional features for the app, which we’ll be rolling out in the coming months. Here are a few highlights:

Capability of freelancers to view jobs

Ability for clients to find, review, and hire freelancers

And much more

You can download the Upwork Messenger App now from Google Play. We hope you enjoy this new freedom and flexibility on the road, and invite you to share your feedback at android-feedback@upwork.com.

]]>https://www.upwork.com/blog/2015/06/upwork-messenger-app-android/feed/0Everything You Need To Know About Building a Distributed Customer Support Team [eBook]https://www.upwork.com/blog/2015/05/ebook-build-distributed-customer-support-team/
https://www.upwork.com/blog/2015/05/ebook-build-distributed-customer-support-team/#commentsTue, 19 May 2015 12:50:54 +0000http://www.upwork.com/blog/?p=34991We believe that companies of any size — from bootstrapped startups to global enterprise — should have access to the talent they need to build phenomenal support teams. And now, with the tremendous advances in distributed work and the information in this eBook, they can.

]]>As director of the Upwork customer service category, I spend a lot of time thinking about what it means to deliver a great customer experience. (Seriously. A lot of time.) And while it may not make me the most interesting conversationalist at the cocktail party, it has given me a newfound respect for companies and support teams who do customer experience right.

The customer service category is one of the fastest growing categories on Upwork. Last year alone, companies spent 54 percent more than the year before. Increasingly companies are discovering the value of having a distributed customer support team – from reduced turnover to improved customer satisfaction and 24/7 multi-channel support.

We believe that companies of any size — from bootstrapped startup to global enterprise — should have access to the talent they need to build phenomenal support teams. And now, with the tremendous advances in distributed work and the information in this eBook, they can.

Happy Customers, Successful Companies is a blueprint for building a successful distributed support team. Whether you’re hiring your first rep, augmenting an existing team, or transitioning your entire support operation to the cloud, you’ll get the tips you need to quickly develop, scale, and run your customer service function.

You’ll learn how to find, hire, and work with a team of passionate service professionals from around the world. You’ll read case studies that examine how and why other companies built distributed support teams of their own. You’ll get ideas on possible ways to:

Hire the best customer service reps regardless of location

Structure your distributed dream team

Identify effective remote onboarding, training, and work practices

Use the right tools to facilitate distributed customer support

Create and sustain a strong company culture

Basically, it’s a crash course in creating a distributed customer success team that works wonders for your business. We hope you read it, enjoy it, and build a stellar support crew of your own. Download your free copy today!

]]>https://www.upwork.com/blog/2015/05/ebook-build-distributed-customer-support-team/feed/0Moving Forward On Upwork Innovationhttps://www.upwork.com/blog/2015/05/moving-forward-upwork-innovation/
https://www.upwork.com/blog/2015/05/moving-forward-upwork-innovation/#commentsTue, 12 May 2015 17:20:27 +0000http://www.upwork.com/blog/?p=34948From faster hiring and better collaboration to support for larger teams and professional growth for freelancers, Upwork has many new innovations to roll out over the coming weeks and months—including some that are already available. Learn more about what we have in the works from Upwork's head of product, Hayden Brown.

As head of product at Upwork, my focus is to deliver on the promise of an amazing online work experience for everyone, on every project. As our CEO Stephane Kasriel touched on in his introductory blog post, achieving this will involve innovation that’s recently been released—as well as a world of exciting new developments we’ll be rolling out in the weeks and months to come.

With that in mind I’d like to highlight some new features available now and in our immediate future, and if you’re interested, invite you to read more about developments in each area.

1. Faster hiring

To make hiring faster and easier, we’re continuously improving our matching technology. Beyond this, we’re rolling out a few features which make it easier to connect with just the right available freelancer or newly posted job immediately:

Real-time availability status of freelancers allows clients to instantly see when someone is able to work and allows freelancers to better signal when they want to receive new invitations.

The improved applicant tracker makes it easier for clients to identify, review, and hire the best freelancers.

2. Better collaboration

To stay in sync and work together more closely, remote teams require collaboration. To this end, we’re building a platform and features that allow for seamless interaction from the interview all the way through to the end of the project. Current and upcoming developments include:

Improved productivity and collaboration through real-time chat.

New iPhone and Android apps that allow clients and freelancers to stay connected always—even on the go.

The ability to easily organize conversations into 1:1 and group chat rooms.

Faster and simpler sharing of files and ideas.

The ability to invite colleagues who aren’t already on Upwork to be part of the conversation, reviewing and commenting on work.

4. Enhanced professional growth

As online work increasingly gains popularity, we’re providing features and services to help our freelancing professionals build their careers and be successful sourcing projects on Upwork. Here are some innovations in the works:

A redesigned My Stats page reports relevant new metrics, to help freelancers understand and improve their performance in sourcing new engagements.

The new Job Success score more accurately shows a freelancer’s overall track record with their clients.

High-performing freelancers earn “Top Rated” status and a badge that appears on their profile, so they stand out when viewed by clients.

Our new Hiring Hub has valuable tips, business ideas, and other useful freelancer-focused information.

]]>https://www.upwork.com/blog/2015/05/moving-forward-upwork-innovation/feed/1Upwork Roadmap Preview: Support For Larger Teamshttps://www.upwork.com/blog/2015/05/upwork-roadmap-support-larger-teams/
https://www.upwork.com/blog/2015/05/upwork-roadmap-support-larger-teams/#commentsTue, 05 May 2015 12:00:48 +0000https://www.odesk.com/blog/?p=34767The new Upwork platform makes it easier for clients to hire and work with multiple freelancers at once, including agencies. Upwork's Hayden Brown previews just a few of the innovations and developments we’re working on now.

]]>The new Upwork platform will allow us to roll out innovation that delivers on our promise of a greatly improved online work experience for clients and freelancers. Here are some notes on product development from Hayden Brown, our Head of Product. She discusses how we’re working to improve support for larger teams. Check out other articles in the series, including future development aimed towards areas from faster hiring and better collaboration to enhanced professional growth.

We’re making it easier for clients to hire and work with multiple freelancers at once, including agencies. Here are just a few of the innovations and developments we’re working on now.

Communication designed for teams

We’re building the tools that allow you to work seamlessly with multiple team members. Our new collaboration platform helps fulfill this vision. Easily set up team rooms where all or some members of your team can communicate. You can even invite colleagues outside the Upwork platform into your workroom to review work and provide input.

Benefits:

Centralization of work

Easily segment work into team rooms

Communicate with everyone in a single location

Upwork Enterprise™

If you work with a large number of freelancers, including your own freelancers who are not currently on the Upwork platform, Upwork Enterprise is geared towards you. You’ll have access to many high-touch features, including talent sourcing services to find candidates more easily, access to Certified Program Consultants, customizable onboarding of team members and assistance with classification compliance.

Available Benefits:

Customizable freelancer onboarding requirements

Tailored contracts, including IP assignment and confidentiality

Personalized onboarding and platform assistance

Branded portal with visibility of all your freelancer engagements

Improved and simplified classification compliance services

Monthly invoicing option

Learn about other developments we’re now working on at Upwork, including faster hiring and better collaboration, as well as enhanced professional growth.

]]>https://www.upwork.com/blog/2015/05/upwork-roadmap-support-larger-teams/feed/2Upwork Roadmap Preview: Better Collaborationhttps://www.upwork.com/blog/2015/05/upwork-roadmap-better-collaboration/
https://www.upwork.com/blog/2015/05/upwork-roadmap-better-collaboration/#commentsTue, 05 May 2015 12:00:27 +0000https://www.odesk.com/blog/?p=34765To work closely and always stay in sync, remote teams need a simple way to collaborate. With that in mind, Upwork is building a platform that allows for freelancers and their clients to do much more than send messages. Upwork's Hayden Brown introduces some of the developments we've been working on.

]]>The new Upwork platform will allow us to roll out innovation that delivers on our promise of a greatly improved online work experience for clients and freelancers. Here are some notes on product development from Hayden Brown, our Head of Product. She discusses how we’re working to make for better collaboration between online teams. Check out other articles in the series, including future development aimed towards areas from faster hiring and support for larger teams to enhanced professional growth.

To work closely and always stay in sync, remote teams need a simple way to collaborate. With that in mind, we are building a platform that allows for freelancers and their clients to do much more than send messages. You’ll also be able to communicate with your teams through native Android and iPhone apps.

New and improved messaging

Better collaboration is in the pipeline, such as a new messaging experience that has both chat and video, and the ability to easily organize conversations into chat rooms.

Benefits:

Use real-time chat to boost your productivity and live collaboration

Share files and other documents easier

Customize “rooms” to enable and organize easier conversations between team members

Invite non-Upwork colleagues, friends and family to use Messages

Collaborate anytime, anywhere

iPhone and Android apps

With new mobile apps for your phone, it’s now easier to work on the go. Freelancers won’t have to worry about missing opportunities when away from the desk, and clients can stay connected and keep projects moving from anywhere.

Benefits:

Clients and freelancers can stay connected

Immediate access to messages and job alerts

Instantly view and respond to messages

Freelancers can manage their availability status

Learn about other developments we’re now working on at Upwork, including faster hiring and support for larger teams as well as enhanced professional growth.

]]>https://www.upwork.com/blog/2015/05/upwork-roadmap-better-collaboration/feed/0oDesk Launches New Educational Series for the Global Business Communityhttps://www.upwork.com/blog/2015/04/odesk-launches-new-educational-series-global-business-community/
https://www.upwork.com/blog/2015/04/odesk-launches-new-educational-series-global-business-community/#commentsTue, 07 Apr 2015 15:53:37 +0000https://www.odesk.com/blog/?p=34626Kevin Bechtel and Amy Partridge recently launched oDesk’s education workshops, and had the chance to visit some of the world’s greatest cities and learn more about how startups and freelancers get work done. From barbecue in Austin to entrepreneurs he met along the way, Kevin recaps their tour in this blog post.

]]>People gravitate toward places where we can gather, share stories, and get to know each other—whatever the local culture and customs might be.

Over the past month, my colleague Amy Partridge and I got to experience this global sense of community in a whirlwind tour that spanned more than 27,000 miles. As we launched oDesk’s education workshops, we got a taste of some of the world’s greatest cities—literally!—and learned more about how startups and freelancers get work done.

Four weeks, four incredible cities

Gravel crunches under our feet as we make our way to our well-worn picnic table through the crowded lot. The smell of smoke and freshly baked cornbread hits us the minute we walk in. A string of lights provides just enough light to see piles of fall-off-the-bone ribs and brisket as it’s delivered to our group.

I am in Austin, Texas. To be more precise, I am at Freedmen’s and in barbecue heaven—surrounded by locals talking, laughing, and sharing stories from their day. Texans take their barbecue seriously, and I feel lucky to have found an open spot.

Under a cheeky neon sign that reads, “sunshine,” people are reading the paper, sharing plans for the day, and kissing their loved ones goodbye as they head to the office. It takes Amy and I a few days to get a grasp on the local coffee vocab: flat white, long black, piccolo (not the musical instrument)—but once we get our orders down, we fit right in.

Days later we land in the great city of New York. Soon after, we’re elbow-to-elbow in a bustling WeWork office kitchen, discussing the merits of lox (smoked salmon) and our dream schmear (cream cheese) combinations with new, if temporary, colleagues. Nothing brings New Yorkers together more quickly than a delivery of fresh bagels.

Friday night in New York becomes Saturday morning in London, England. The jet lag begins to take hold around 4 p.m.—which happens to be perfect timing for afternoon tea at The Wolseley. Shortly after Amy and I settle into our table, we’re presented with a piping-hot teapot and scones with clotted cream and jam. I thought afternoon tea was reserved for the Queen or giddy tourists, so am surprised to hear the accents of locals catching up with friends and family.

March was a whirlwind month for Amy and I. In just under four weeks, we traveled to four cities around the globe to host oDesk’s new education workshops. Each city had its own unique flavor, but we learned that community and the desire to connect with each other is strong, wherever you happen to be.

Four workshops on building online teams—with more to come

We hosted one three-hour workshop in each city—filled with people looking to learn about building online teams. We met people with diverse backgrounds and different goals:

A design agency looking for freelance graphic designers to scale up when business is booming.

A tech startup planning to boost their two-person team by hiring several remote developers.

A pharmaceutical sales consulting group hoping to increase awareness in their market through a marketing strategy.

Despite their differences, everyone came together to learn from Elance-oDesk and each other—sharing past experiences and current business challenges they’re facing. Each group worked together to create strategies for building a distributed team and left the workshop armed with new skills and tools, ready to hire online in the next few days.

These events were so successful that we’re offering more of them in the coming weeks. Our local teams in Melbourne, London, and New York will take the lead; I’ll be at the one in Austin on April 29. If you want to learn how to boost your productivity with online talent, we’d love to see you there! See the full schedule and register here.

I look forward to hearing success stories as they roll in over the next few weeks!

]]>https://www.upwork.com/blog/2015/04/odesk-launches-new-educational-series-global-business-community/feed/0New Job Categories Help Pinpoint Perfect Freelancershttps://www.upwork.com/blog/2015/03/odesk-category-improvements-update/
https://www.upwork.com/blog/2015/03/odesk-category-improvements-update/#commentsWed, 25 Mar 2015 19:00:31 +0000https://www.odesk.com/blog/?p=34373Earlier this month, oDesk made new job categories available for freelancers to add to their profiles. Today, these new categories are available to clients to begin posting jobs. Clients can now request more types of work on oDesk, and find freelancers with the specific skills they’re looking for more easily.

Earlier this month, oDesk made new job categories available for freelancers to add to their profiles. Today, these new categories are available to clients to begin posting jobs. Clients can now request more types of work on oDesk, and find freelancers with the specific skills they’re looking for more easily.

Outlined below are the new categories, along with a quick description and list of skills in that area:

.

New Data Science & Analytics Categories

Data Science & Analytics categories cover general quantitative and statistical analysis, as well as the extraction, management, analysis, and visualization of data, which may be stored in data warehouses. Also included is A/B statistical testing and evaluation, as well as machine learning and adaptive algorithms.

Quantitative Analysis

Includes analysis of numerical data, including statistical analysis and modeling and business intelligence. Jobs may require working knowledge of programs and frameworks such as: Stats, SPSS, MATLAB, NumPy, SciPy, R, R+, Octave, Panda, and others. This replaces the former Statistical Analysis category.

Related skills: Quantitative Analysis, Statistics, Data Science

A/B Testing

Includes the setup and analysis of A/B tests that evaluate a treatment vs. control group, often on a website or application. It often involves the use of testing and analytics software (e.g., Google Analytics, Optimizely, KISSmetrics, Visual Website Optimizer, Crazy Egg, and others).

Related skills: A/B Testing, Statistics

Data Extraction / ETL

Involves the extraction, transformation, and loading of data (ETL), including data warehousing, engineering, and logistics. This may involve web crawling, scraping, and structuring of web data. ETL may be performed on big data streams or large collections (similar to Data Mining & Management).

Refers to the process of trying to identify patterns in data and managing data, which can involve data cleansing, encoding, and engineering. It may involve big data technologies for working with data streams (e.g. Apache Storm, Apache Spark, Apache Kafka and others) or large collections (e.g. Apache Hadoop, Apache Pig, Apache Spark, Apache Cassandra, Apache Hive and others).

Related skills: Big Data, Data Mining

Data Visualization

Refers to the presentation of data using visual layouts such as dashboards, infographics, charts, graphs, plots, tables, maps, etc. This may involve working knowledge of programs and frameworks such as D3, D3.js, matplotlib, Looker, Tableau, Mixpanel, and others.

Includes work in machine learning, artificial intelligence, natural language processing, artificial neural network, and adaptive algorithms. Jobs may involve working knowledge of programs and frameworks such as MATLAB, Weka, Octave, R, scikit-learn, and others.

.

New Engineering & Architecture Categories

Engineering & Architecture categories cover 3D modeling and CAD work, as well as product design, architecture, and interior design. Also included are engineering disciplines such as chemical, civil and structural, electrical, and mechanical engineering, as well as work related to contract manufacturing.

3D Modeling & CAD

Involves the use of graphics and modeling software to create a representation of a 3D object. The model may be rendered into a visual image, used in computer simulations and visual effects, or to produce a physical object through 3D printing. CAD (computer-aided design) is used by engineers and designers to create, analyze, and manipulate technical designs that may be applied to various industries including manufacturing, industrial design, and digital content creation. This category previously appeared as part of Design & Multimedia.

Refers to the design of a new product. The product design process can include initial research, problem identification, and conception of the product idea; evaluation of the product concept, design of a prototype, testing, and modification of the prototype, as well as design of a final product. This replaces the former Engineering & Technical Design category.

Involves the planning and designing of interior spaces. This includes gathering requirements; creating drawings and diagrams of space plans and layouts; selecting materials, finishes and colors; as well as specifying and selecting furniture, fixtures, equipment, and other design features.

Related skills: Interior Design, Home Design

Chemical Engineering

Refers to engineering related to chemicals, materials, and energy, focusing on the conversion of raw materials into usable products.

Related skills: Chemical Engineering, COSMO-RS Chemical Engineering

Civil & Structural Engineering

Refers to engineering related to the design, construction and maintenance of manufactured structures such as roads and buildings, and elements of the natural environment. This work involves applying physical laws and understanding the structural properties of different materials and geometries.

Involves work related to the contract manufacturing process, in which a firm outsources manufacturing to another firm. The contract manufacturer provides cost estimates, based on processes, labor, tooling, and material costs specific to the client firm’s design or formula.

Refers to engineering related to electricity, electronics and electromagnetism. This includes several focus areas such as power, control, electronics, microelectronics, computers, signal processing, telecommunications, and instrumentation.

Related skills: Electrical Engineering

Mechanical Engineering

Refers to engineering that involves mechanics, physics, and material science applied to mechanical systems. It involves design and production related to machinery and tools.

Related skills: Mechanical Engineering, Automotive Engineering

Other – Engineering & Architecture

Includes all areas of engineering and architecture not specified by the other categories.

.

New Legal Categories

Legal categories cover counsel and assistance from lawyers across many fields of law, as well as services performed by paralegals, legal researchers, and other legal professionals.

Contract Law

Includes legal work related to contracts, including contract drafting, interpretation or amendment, and issues related to breach of contract.

Related skills: Contract Law

Corporate Law

Involves legal work related to corporate formation, governance, finance, and employment. This includes incorporation, corporate taxation, dealings with shareholders, creditors, employees, or other stakeholders, and other legal work related to corporations.

Related skills: Employment Law, Corporate Law

Criminal Law

Includes legal work related to criminal offenses, both felonies and misdemeanors.

Related skills: Criminal Law

Family Law

Includes legal work related to family matters, including marriages, civil unions and domestic partnerships; child custody, adoption and child support; divorce, alimony and property settlements, and other family-related issues.

.

New Translation Categories

Translation is now its own set of categories and is no longer combined with Writing. In addition to the existing General Translation category, the following new categories involve translation from one language to another of content that is specific to legal, medical, or technical fields.

Legal Translation

Refers to language translation of content with a legal focus, which requires specific legal content knowledge or expertise.

Related skills: Legal Translation, Paralegal, Law, Legal

Medical Translation

Refers to language translation of content with a medical focus, which requires specific medical content knowledge or expertise.

Related skills: Medical Translation, Medical, Medicine, Prescription

Technical Translation

Refers to language translation of content with a technical focus, which requires specific technical content knowledge or expertise.

.

New IT & Networking Category: Information Security

Information Security is a new category under IT & Networking.

Information Security

Refers to the protection and securitization of information, including preventative measures and responses to threats or issues. Information security issues could include unauthorized access or distribution, misuse or manipulation, or malicious attacks.

Refers to writing specifically for the purpose of requesting grant funding, which typically involves completing a grant submission as part of an application process, or completing a proposal in response to an RFP.

Related skills: Grant Writing, Proposal Writing

Resumes & Cover Letters

Refers to the writing, editing, and preparing of professional resumes and/or cover letters to help position a candidate for a job.

]]>https://www.upwork.com/blog/2015/03/odesk-category-improvements-update/feed/1Becoming the World’s Premier Online Workplace for Professionalshttps://www.upwork.com/blog/2015/02/worlds-premier-online-workplace-for-professionals/
https://www.upwork.com/blog/2015/02/worlds-premier-online-workplace-for-professionals/#commentsWed, 25 Feb 2015 17:00:58 +0000https://www.odesk.com/blog/?p=34359An important update from Fabio Rosati, CEO of Elance and oDesk, about the company vision and what it means for our community in 2015 and beyond.

Since the merger last year, I’ve spent every moment thinking about our amazing professional communities and the future of online work. Advancements in technology and data science are transforming how we connect, share, collaborate and learn. The freelance economy is growing exponentially — each year more businesses hire freelance professionals and more people choose freelancing as a career. We are heading towards a new online meritocracy, a connected workplace where everyone can access economic and professional opportunities.

While we already are the largest online workplace, there is a great deal more for us to do to become the world’s premier online workplace for professionals.

The work we do daily to meet the rapidly evolving needs of our community — upgrades to our platform as new technologies become available, scaled operations to better serve everyone as our community grows, and continued investments to engage more clients and top talent — is not enough. To realize our vision of becoming the premier online workplace for professionals we need to innovate at an even faster pace.

Over the next several months you will begin to see many new initiatives:

Improvements to how clients and freelance professionals meet each other, including better matching and redesigned profiles

New collaboration and productivity tools for both desktop and mobile devices

More resources to measure quality, screen jobs and help our community succeed

Expanded customer service to provide fast, friendly and reliable support

And so much more based on your input and a large number of R&D efforts

We are eager to bring these improvements to you. To accelerate innovation we will focus the majority of these initiatives on one of our platforms, oDesk. Members of the Elance community will be able to experience the improvements via a bridge we are developing between the two online workplaces. Within a year or two we will have a new platform where everyone will access the latest innovations at the same time.

I’ll continue to share our progress towards our vision over the coming months. In the meantime, you can find answers to many of your questions here.

My daily thoughts remain focused on building the best possible online workplace for high quality clients and top freelance professionals. On behalf of the 300 employees and over 500 freelancers who make up the Elance-oDesk team, thank you for being our inspiration.

]]>https://www.upwork.com/blog/2015/02/worlds-premier-online-workplace-for-professionals/feed/1A Year in Review and Announcing Two New Solutions for oDesk Freelancershttps://www.upwork.com/blog/2015/02/announcing-connects-memberships/
https://www.upwork.com/blog/2015/02/announcing-connects-memberships/#commentsTue, 17 Feb 2015 14:00:24 +0000https://www.odesk.com/blog/?p=34238With the growth of the freelance economy, there have been more jobs and clients on oDesk than ever before. As Elance-oDesk's CEO Fabio Rosati explains, we've received a lot of feedback from freelancers who want access to more clients and opportunities. These two new solutions, Connects and membership plans, will help.

It’s hard to believe that almost a year ago, oDesk and Elance came together to form a single company. At the time, I had the big privilege and responsibility of taking on leadership of both communities.

Over the last twelve months, I have developed even greater respect and admiration for the talented freelance professionals and inspiring client companies of the oDesk community. Your feedback, stories, and achievements motivate me every day to build a company for the future.

We have many exciting things planned for 2015, which I’ll soon be sharing with you. Today, however, I want to look back on what we’ve accomplished and introduce two new solutions for our freelancer community.

When we asked you what we could do to make oDesk even stronger, you said:

Make it easier and faster to communicate with my clients and get paid.

Improve workplace quality so professionalism is rewarded.

We’ve been listening.

In January, we launched Escrow to give freelancers a better, more secure way to get paid on fixed-price projects.

Last week, we released a new mobile app for freelancers and clients to communicate on the go.

We also kicked off a series of initiatives to focus on quality in our workplace, addressing freelancers and clients that don’t meet our standards of professionalism.

You also asked for access to more clients and opportunities. With the growth of the freelance economy, there have been more jobs and clients on oDesk than ever before. This also makes the challenge of matching the right freelancer with the right opportunity more complex. We’ve been tackling this challenge from many angles, including investing in data science to help us recommend jobs to freelancers based on their skills, availability, and work history.

Today, I’m excited to announce two additional solutions to help you access more opportunities on oDesk. We plan to roll these solutions out gradually over the next several weeks..

1. Helping great freelancers connect with clients more successfully

With online work expanding, more clients and freelancers are joining oDesk every day. Some members of our community compete for clients by sending out as many applications as possible. The result can be a frustrating experience for everyone. Clients who receive too many generic applications are less likely to hire, while freelancers who are a great fit and have submitted high-quality applications have a hard time standing out.

That’s why we’re introducing Connects — a new system of applying to jobs that will replace the weekly job application quota.

Connects are virtual tokens you need to submit in order to apply for a job. By default, every freelancer will get a monthly allotment of 60 Connects, which is lower than the quota you’re used to.

By lowering everyone’s quota:

There will be fewer unnecessary applications.

Most freelancers will only apply to jobs they are truly interested in and qualified for.

You’ll be competing against a smaller and more relevant pool of applicants, increasing your chances of getting hired when you’re the best fit.

We were careful to choose a quota large enough for most new and experienced freelancers to continue to succeed on oDesk.

Of course, if a client invites you to apply or is rehiring you, you won’t need to use any Connects. All other applications will require anywhere from 1 to 5 Connects (2 on average), depending on factors such as the size and type of job.

The Connects system will roll out gradually. We’ll follow up with more details on what you need to do. Until then, please see our detailed FAQs for Freelancers and Agencies. We also welcome you to ask questions and get answers in our Forum, or attend an upcoming live webinar on February 19 or February 20..

2. Announcing membership plans for more active freelancers and agencies

We’ve also created optional paid membership plans for highly active community members.

By default, you’ll automatically be on a free Basic membership plan, which comes with 60 Connects and the core tools to succeed on oDesk.

If you’re more active, you can upgrade to a Plus membership, which will give you more Connects, the ability to roll over your Connects, visibility into what others are bidding, and other premium features. You can change your plan at any time.

As we roll out memberships to the community, we’ll notify each of you with more info about what you need to do. In the meantime, learn more about the membership plans available to Freelancers and to Agencies. Ask questions and give feedback in our Forum and sign up for an upcoming live webinar on February 19 or February 20, where we’ll go over changes, explain features, and address your specific queries.

Thanks for your feedback. We’ll continue to work hard to make oDesk the best place for your career.

We’ve come a long way in the last year, but we’re just getting started. As we look ahead, we’ll continue to invest in ways to help you achieve unparalleled freedom and success. Thank you for your continued passion and support as we work together to make oDesk your workplace of the future.

]]>https://www.upwork.com/blog/2015/02/announcing-connects-memberships/feed/1Vivino’s Distributed Team Uncorks World’s #1 Wine Apphttps://www.upwork.com/blog/2015/01/vivino-wine-app-distributed-team/
https://www.upwork.com/blog/2015/01/vivino-wine-app-distributed-team/#commentsThu, 22 Jan 2015 14:00:23 +0000https://www.odesk.com/blog/?p=34144When the team at Vivino said they wanted to create the biggest wine database in the world, founder and CEO Heini Zachariassen says people told them they were “completely nuts.” In this interview with oDesk, Heini explains how, by recruiting remote data and Agile engineering teams, they didn’t just build that database — they launched the world’s largest wine community.

]]>When the team at Vivino said they wanted to create the biggest wine database in the world, founder and CEO Heini Zachariassen says people told them they were “completely nuts.” By recruiting remote data and Agile engineering teams, they didn’t just build that database — they launched the world’s largest wine community.

Vivino is a wine app that’s attracted nearly 8 million users. Using a photo of any wine label, users can access and add to the information available for a particular wine like region, grape, pricing, and crowdsourced reviews.

Heini says it took a lot of hard work to build and scale the database, but they were able to make it happen affordably with remote support. “As soon as a user scanned a bottle that we didn’t know, it went to our data team, and we built the data and came back to the user.”

As Heini explains in this interview with oDesk, it took just a few weeks for the development team to have the first version of the app up-and-running.

]]>https://www.upwork.com/blog/2015/01/vivino-wine-app-distributed-team/feed/4Is Remote Customer Service the Secret to Startup Growth?https://www.upwork.com/blog/2015/01/remote-customer-service-secret-to-startup-growth/
https://www.upwork.com/blog/2015/01/remote-customer-service-secret-to-startup-growth/#commentsWed, 21 Jan 2015 14:00:00 +0000https://www.odesk.com/blog/?p=34137When the team behind messaging app Tango started to feel bogged down, they realized that their customer service team needed to scale up — and fast. In this interview with oDesk, marketing manager Art Grigovia explains how their remote team started with one freelancer, and why it quickly grew from there.

]]>https://www.upwork.com/blog/2015/01/remote-customer-service-secret-to-startup-growth/feed/3Startup Crafts Success with Remote Zendesk Support and Database Teamshttps://www.upwork.com/blog/2015/01/crafting-database-makers-remote-zendesk-customer-support-team-startup-success/
https://www.upwork.com/blog/2015/01/crafting-database-makers-remote-zendesk-customer-support-team-startup-success/#commentsTue, 20 Jan 2015 14:00:03 +0000https://www.odesk.com/blog/?p=34127Is hiring remote talent inevitable for a startup these days? Mike Salguero, CEO of CustomMade, thinks it is. In this interview with oDesk, he explains why remote teams have become such a critical part of his orgaization.

]]>Your startup may be in an urban hub, but that doesn’t mean the talent you need is around the corner. That’s why Mike Salguero, CEO of Boston-based CustomMade, thinks using remote talent is “pretty much inevitable for a startup these days.”

CustomMade connects “makers” across the U.S. and Canada — artisans, designers, and other crafters — with people who want custom-made products. The biggest problem on launch was finding a lot of makers who would be a good fit for the platform.

“As a customer, if you know what you’re looking for, it’s actually really hard to find a maker who can make it,” Mike said.

CustomMade first turned to oDesk to help with maker acquisition, then again to build their customer support team. As Mike explains in the video below, they’ve ultimately used oDesk to build an organizational structure that’s powered by freelancers.

CustomMade didn’t set out to build a remote team. But when they first tried to hire a local support person, they spent four months looking and came up empty-handed.

“It’s hard to vett the people, it’s hard to recruit them, it’s hard to get them in and retain them,” Mike said. So, as he explains in the following video, look beyond Boston was the next step. CustomMade found people who not only had the extensive Zendesk experience they were looking for, but who also love the work and aspire to do more.

]]>https://www.upwork.com/blog/2015/01/crafting-database-makers-remote-zendesk-customer-support-team-startup-success/feed/02015 Work Predictions: Virtual Is the New Realityhttps://www.upwork.com/blog/2015/01/2015-online-work-predictions/
https://www.upwork.com/blog/2015/01/2015-online-work-predictions/#commentsWed, 30 Nov -0001 00:00:00 +0000https://www.odesk.com/blog/?p=34095The freelance economy boomed in 2014. What's in store for 2015? We looked at Elance-oDesk's vibrant, global community for seven predictions that show how businesses will hire or work differently this year.

]]>What business trends are set to drive online work in 2015? Elance-oDesk’s vibrant, global community is at the forefront of making virtual work the new reality — and that community is thriving.

The freelance economy boomed in 2014, with businesses spending nearly $1 billion hiring through our online workplace. That space is also growing: a seminal study we conducted with the Freelancers Union found that 53 million Americans had freelanced in the past year.

Elance-oDesk’s 2014 Global Online Work Report shows the upward trajectory of online work. How will that change how you hire or work differently over the next year? Here are seven predictions that show how working online is opening new possibilities.

1. Swift will overtake Objective-C as the primary app development language.

Many say that the jury is still out as to whether Swift, Apple’s new programming language, will win the hearts of developers and outshine more traditional choices. Infoworld says Swift isn’t so swift after all, SLATE calls the new language a “grab bag,” and InformationWeek isn’t convinced that Objective-C’s days are numbered.

Our data shows otherwise. Swift is one of the fastest-growing skills in history on our platforms—with consistent growth of more than 100 percent each month and 160 percent growth in December 2014 alone. We predict that the use of Swift will surpass that of Objective-C in 2015—just one year after it was launched.

2. Everyone will live large with their own virtual assistant.

There are currently 1.5 million virtual assistants registered across Elance.com and oDesk.com (Elance-oDesk) — a number equal to the population of Phoenix, AZ. Virtual assistants earned $50 million in 2014, and as one of the fastest-growing positions hired on Elance-oDesk, that number is expected to increase by 50 percent in 2015.

3. Virtual agencies will surpass the number of traditional agencies.

The soaring cost of maintaining a physical office is causing agencies to move online. Improvements in project management, communication tools, and a flexible work environment will enable virtual agencies to flourish.

Virtual agencies span a range of disciplines, but design led the way (with 15,000 agencies on Elance-oDesk’s sites and more than $75 million in earnings), followed by software development (11,000 agencies, $159 million in earnings), marketing (3,000 agencies, $13.1 million in earnings), and translation (2,500 agencies, $11.2 million in earnings).

4. Freelance management will become a core skill.

As the talent gap for technical skills increases, standout professionals will be those who are adept at managing freelancers and distributed team members. Developers on Elance-oDesk earned more than $486 million last year (the largest category of online work). These engineers are some of the best in the world, and companies that learn to tap into this resource will increase the speed and quality with which their new products are launched.

5. Neighborhood accounting will go by way of the bookstore.

Accountants can now look beyond their backyard for clients without going anywhere and, on the flip side, businesses have a much easier time finding these same accountants by hiring online. Accounting on Elance-oDesk is growing at 40 percent, a number we expect to increase as cloud-based accounting platforms like Xero take off.

6. Chinese-to-English translation will outpace English-to-Chinese for the first time in history.

As their domestic economy stagnates, Chinese businesses are looking to U.S. and Western European markets for growth. Translators who serve this market are in high demand, growing more than 50 percent in the second half of 2014 alone, and making it to the top 10 list of language translation requests.

7. World-class customer service will be the norm, not just for the Fortune 1000.

With increased adoption of cloud-based customer service tools and a larger-than-ever pool of premium freelance customer service professionals, 24/7 customer support will be achievable for all businesses, not just the Fortune 1000.

In 2014, customer service agent was the fastest-growing position on Elance-oDesk (92 percent growth), and Zendesk was one of the fastest-growing skills hired for (with 145 percent year-over-year in 2014).

]]>https://www.upwork.com/blog/2015/01/2015-online-work-predictions/feed/2Here’s to an amazing 2015!https://www.upwork.com/blog/2015/01/heres-amazing-2015-2/
https://www.upwork.com/blog/2015/01/heres-amazing-2015-2/#commentsFri, 09 Jan 2015 19:53:06 +0000https://www.odesk.com/blog/?p=34048With more than 9 million registered freelancers and 3.5 million registered clients, Elance-oDesk is more than just an online workplace. Thanks to you, it’s a vibrant global community that’s changing the way the world works. Check out some of our community stories with the interactive version of our 2014 Annual Impact Report!

]]>Happy New Year and thanks for making 2014 such an incredible success!

Take a look at our 2014 Annual Impact Report for a glimpse inside the impact you have on a global scale. We talked to freelancers and clients from Bangkok to San Francisco to Sydney to get their perspectives and hear how online collaboration is changing the world.

With more than 9 million registered freelancers and 3.5 million registered clients, Elance-oDesk is more than just an online workplace. Thanks to you, it’s a vibrant global community that’s changing the way the world works.

]]>https://www.upwork.com/blog/2015/01/heres-amazing-2015-2/feed/0New Era of Work: Elance-oDesk’s Annual Impact Reporthttps://www.upwork.com/blog/2014/11/annual-impact-report-2014/
https://www.upwork.com/blog/2014/11/annual-impact-report-2014/#commentsTue, 25 Nov 2014 12:45:24 +0000https://www.odesk.com/blog/?p=33807How are we changing the way the world works? Elance-oDesk's 2014 Annual Impact Report highlights stories from our community, new data, and a fresh perspective on how online collaboration is changing the world.

]]>Freelancers from around the world have helped 3.7 million businesses get work done this year through Elance-oDesk. They’ve tapped into their entrepreneurial spirit to carve niches, create fulfilling careers, and beat challenging economic times.

Our 2014 Annual Impact Report highlights the way we work with stories from our community, new data, and a fresh perspective on how online collaboration is changing the world.

Our vision — creating an online workplace for the world and, in doing so, reimagining work — is larger than the work itself happening via our sites. It aims to empower people to earn incomes, build their careers and businesses, and better their lives.

Did you know more than 2.7 million jobs are posted each year via the Elance and oDesk online workplaces? We’re grateful every day for the chance to help connect people to these opportunities. Thank you to everyone who is a part of our community — you are changing the way the world works.

Though the year isn’t over yet, if you take a look at the report, you’ll see how much we’ve achieved together already!

]]>https://www.upwork.com/blog/2014/11/annual-impact-report-2014/feed/1Perspectives on the Future of Work: November 23https://www.upwork.com/blog/2014/11/future-of-work-november-23/
https://www.upwork.com/blog/2014/11/future-of-work-november-23/#commentsMon, 24 Nov 2014 14:00:52 +0000https://www.odesk.com/blog/?p=33802What's the latest news about the future of work? This week's roundup includes an analysis of the coworking movement, how to use freelancers to bootstrap your business, and the best way to manage a virtual team.

Coworking spaces — collaborative work environments that appeal to a wide range of independent and remote workers, as well as small businesses — are undeniably on the rise: more than 150,000 people worldwide now have memberships.

The modern design and amenities of many coworking spaces are surely a draw, but those aspects can’t completely account for their sharp rise in popularity. What’s driving this trend?

Peter Bacevice, a researcher with the Center for Positive Organizations at the University of Michigan’s Ross School of Business, set out to answer that very question. His study found that coworking spaces offer a few unique advantages, such as a sense of community, the chance for collaboration, and opportunities for personal and professional development.

“It’s the authentic sense of community where intrinsically motivated people who experience a sense of purpose in their work and thrive together that substantiates the coworking movement,” Bacevice said, adding that he expects more workers — and employers — to embrace coworking spaces for their workforce.

Leaving a dependable job to strike out on your own is scary, especially when your startup has essential talent needs that can’t be filled within your bootstrapped budget.

Sourced Adventures founder Kyle Davidson navigated this hurdle by hiring trusted, skilled freelancers to fill the gaps. Having worked in the industry for years, Davidson knew exactly who he wanted to contract and was able to leverage their talent to get his business up and running.

Michael Parrish DuDell, a small business expert, says Davidson’s story isn’t an anomaly: “The work environment is changing from thinking about long-term careers, which is what sort of we used to do in the past, to thinking about work on a project basis.”

“If you haven’t considered using a remote team, you may be handicapping your business—it’s likely that your competitors are already taking advantage of its benefits,” writes Michael Batalha, founder and CEO of Admailr.

He notes that the benefits of remote work — such as cutting overhead costs, saving employees time and money, and getting access to the best talent — can only be realized through effective virtual management.

In an article that highlights best practices for a remote team, Batalha prioritizes good communication, including regular meetings, genuinely listening to feedback, and recognizing good work: “One of the most important things you can do is provide public and private accolades. Few companies do this enough.”

What changes in the workplace have caught your attention recently? Tell us about it in the comments below!

]]>https://www.upwork.com/blog/2014/11/future-of-work-november-23/feed/0How Does This Look? User Interface For Your Mobile Apphttps://www.upwork.com/blog/2014/10/look-user-interface-mobile-app/
https://www.upwork.com/blog/2014/10/look-user-interface-mobile-app/#commentsWed, 01 Oct 2014 12:30:27 +0000https://www.odesk.com/blog/?p=33379When you're building an app, it can feel like you're on an adrenaline-fueled rush to the app store. But in a competitive market, you need to slow down and consider what it takes to make an app great — like a solid user interface (UI) design. In this guest post, AppInstruct's Nicholas Wright explains the basics of user interface design and why it matters.

When you’re building an app, it can feel like you’re on an adrenaline-fueled rush to the app store. But in a competitive market, if you’re serious about what you’re doing, you need to slow down and consider what it takes to make an app great.

In a previous post, I addressed the subject of user experience design for mobile apps. This post looks at the difference between user interaction design and user experience design; I’ll explain some of the core things you should consider when designing a user interface for your own app.

What is user interface design?

User interface design sits between user experience and graphic design. The former is how your app makes its users feel, and the latter is how your app looks. Good user interface design is the process of understanding how your users will interact with your app.

A great app means “designing for an economy of time, attention and screen space,” wrote designer and author Josh Clark.

User interface design and mobile

User interface design existed before the iPhone, but the iPhone’s mobile interface has made it more important: with the iPhone came the ability to use gestures for shortcuts and other actions, since borrowed by other smartphone manufacturers.

That sense of touch is called “haptics” and mobile apps are built with a haptic interface: people can use gestures, like taps and swipes, to navigate.

Most people understand the single finger gestures like tap, swipe and pinch — but they don’t always remember the more complicated two or three finger gestures.

Here’s a table that illustrates some of the more common gestures.

Gesture

Common Action

Tap

To select and control an item (like a single mouse click on a computer).

Drag fingers across the screen

To scroll, pan (move side to side), or drag an element.

Flick finger lightly up, down, or across the screen

To scroll or pan quickly.

Swipe across the screen

One-finger swipes to reveal the delete button in table-view row, the hidden view in a split view (iPad only), or the Notification Center (from the top edge of the screen). Multi-finger swipes also work; swipe with four fingers to switch between apps on an iPad.

Double tap

To zoom in and centre a block of content or an image — or to zoom back out.

Pinch fingers together

Pinch fingers closed, along the screen, to zoom out; to zoom in, do the reverse action (pushing fingers away from each other).

Touch and hold

To display a magnified view for cursor positioning in editable or selectable text.

Shake phone

To undo or redo action.

The touch target

When designing for mobile, you need to be aware of the “touch target rules” – basically, how much space a finger needs to make sufficient contact with the screen.

Let’s use the thumb as an example. When an iPhone is held in one hand, the thumb does the work and a user’s thumb can ordinarily only reach approximately one-third of the total screen area (this will be different with the new iPhone 6 Plus). A thumb also needs roughly 44 pixels or 1 centimeter for a “touch target.”

If you’ve ever wondered why so many apps have similar looking interface designs — for example, navigation menus appearing at the bottom of the screen — the touch zone is your answer as to why.

The end of skeumorphic design

The original iPhones – as well as the original Macintosh computers – relied on something known as skeumorphic design in their graphic interface design to help people figure out how to use these new devices.

Skeumorphic design means designing a computer interface that looks like objects in the physical world – like a folder to storing multiple documents on your PC or iMac, or the wooden bookshelf used in the original design of the iBook store.

With iOS7, and shortly iOS8, Apple made a massive shift away from this kind of design: they decided that we’re familiar enough with our mobile devices that we no longer need these “visual cues” to help us understand them.

Apple wasn’t the first to move away from this style of interface design; both Microsoft and Android changed their style well before iOS7 was launched. However, with all three platforms moving away from that style, it’s something you must keep in mind.

Got a question about mobile app interface design? Ask in the comments below!

To learn more about design and the other critical aspects that go into designing, building and launching an app successfully, AppInstruct’s online course explains all the most important things you need to learn to make your own app.

]]>https://www.upwork.com/blog/2014/10/look-user-interface-mobile-app/feed/1How Remote Accounting Can Keep Your Finances In Orderhttps://www.upwork.com/blog/2014/09/remote-accounting-can-keep-finances-order/
https://www.upwork.com/blog/2014/09/remote-accounting-can-keep-finances-order/#commentsFri, 26 Sep 2014 13:01:38 +0000https://www.odesk.com/blog/?p=33385The cash flow of your business is too important to get wrong. Rowan Minnion needed someone with the experience to understand his business who could work within his budget. Remote accounting helped him find the perfect fit. In this interview with oDesk, Rowan explains how he found the right accountant, and how he's integrated her into is business despite the thousands of miles between them.

]]>The cash flow of your business is too important to get wrong, says Rowan Minnion of Blonyx Supplements. As the owner of a growing and successful sports supplement business, he’s emphatic about the need for business owners to know what’s going on with their business finances.

“It’s absolutely vital to your business to have a handle on your cash flow. You need to know how much money you can spend, you need to stay on top of how your company is doing,” he said.

For Rowan, staying on top of the books meant not trying to bootstrap his finances. When Blonyx started, he recognized that this was an aspect of the business for which he wanted professional help.

Hiring the other side of the balance sheet

Rowan chose a non-traditional route for his financial help. He hired an off-site bookkeeper for his Canada-based company – one who lives thousands of miles away.

For him, hiring an online freelancer made a lot of sense. “It’s about the price/quality ratio,” he said, explaining that it’s the quality aspect of online hiring that makes it a game changer. “I can afford to hire someone with a higher level of experience and qualifications than I could if I hired locally.”

While he’s a champion of online work, Rowan admits his first remote accountant hire didn’t go so well. “My first hire was a mistake. To be honest, I focused more on their ability to understand and use our accounting systems rather than their actual abilities in accounting. I was just looking for someone who knew the software and was a good price.”

Because he didn’t take the time to fully vet that first hire, things started to go downhill with Blonyx’s books. “They weren’t managing our accounts well. We’re a complex company and we have lots of details in the ways we do our finances. It takes someone who understands that part of the business.”

When he decided to hire a new accountant, Rowan took an entirely different approach to the process. “I hired them the way I would hire a full-time member of the company. I asked for work examples and references. I contacted those references. I put a potential hire on a probationary period and gave them deadlines to aim for. From that process, I could see how well they were doing.”

By investing this kind of time in the hiring process, Blonyx scored an excellent accountant. “She has experience with a large manufacturing firm and is very qualified. Our accountant is a very, very good comptroller for our company.”

Crossing borders

Both remote accountants whom Rowan hired were from countries outside of Canada. If a business is just looking for someone to keep their books, hiring internationally isn’t an issue, he said: all the work requires is knowledge of basic accounting principles.

Where it gets slightly more complicated is when you need your accountant to stay on top of country-specific financial issues. “If you want your hire to become more integrated with your company and file taxes for you, then you have to factor in the time it is going to take them to get familiar with those laws and you must be willing to pay for that time.”

Rowan specifically looked for an accountant from Romania. “I knew that Romania has one of the most complex tax systems in the world. For that reason, I thought that if I hired someone from a place with a very complex tax system, she would view Canada as a very simple system. And indeed she does. She files all our taxes and GST returns, and she finds them very straightforward because of her experience.”

Integrate a remote accountant into your day-to-day work

The accountant Rowan hired has become an integral part of the company, working as a financial comptroller. She regularly:

Stays on top of any significant financial changes and brings them to Rowan’s attention

Pays invoices

Manages commissions

Manages accounts receivable

Rowan gives his accountant direct access to the business’ accounting system and bank accounts. Recognizing that some business owners might have qualms about this, he recommends setting up read-only access to the accounts.

That said, he does think access is important. “If you are going to hire someone to do your books, then don’t restrict their access. This keeps them from doing their job. The accountant I work with now has let clients go because they wouldn’t trust her to access their financials when she needed to.”

From accounting to sales, Rowan’s distributed team has played a significant role in Blonyx’s success. Has your business used freelancers to manage your books? Share your thoughts in the comments section on how to hire and successfully work with remote accountants.

]]>https://www.upwork.com/blog/2014/09/remote-accounting-can-keep-finances-order/feed/0The Freelance Revolution Is Upon Us!https://www.upwork.com/blog/2014/09/freelance-revolution-upon-us/
https://www.upwork.com/blog/2014/09/freelance-revolution-upon-us/#commentsWed, 17 Sep 2014 12:30:38 +0000https://www.odesk.com/blog/?p=3327553 million Americans are freelancing, and many people feel the best days of the freelance job market are still ahead. We are on the cusp of a revolution where "labor" is breaking free of traditional management structures to experience unprecedented autonomy. These changes mean big changes for managers and workers. 15Five's David Hassell explains four trends he feels are shaping this "eyes on/hands off environment."

A survey released by Elance-oDesk and the Freelancer’s Union earlier this month found that 53 million Americans are freelancing. Not all are full-time contractors, but a majority are positive about this new economy: nearly eight in ten said the best days of the freelance job market are still ahead.

We are on the cusp of a freelance revolution, where “labor” is breaking free of traditional management structures to experience unprecedented autonomy. Today’s knowledge workers demand freedom from micromanagement and the punch-clock, and major shifts in the way we work mean big changes are ahead for managers and workers alike.

Labor pains in today’s workforce

If you look up the origins of the word “labor,” the definitions you’ll find are unsettling: “work hard, toil, struggle, have difficulty, endure pain and suffering…” Is it any wonder that more and more of the workforce wants to work on their own terms?

We live and work in an age where employment can be decentralized, incentives are far more than monetary or benefit-based, and technology drives innovation at a lightning pace.

The demand for top talent has never been greater, so how can organizations benefit from this rapidly shifting workplace landscape?

Four trends shaping an eyes on/hands off environment

That all depends on how business leaders adjust to cope with staffing changes in a competitive global economy. Four trends have created new challenges and opportunities:

Access to a talent pool that spans the whole world, with distributed teams and remote workers.

Always-on communication; mobile technology has created the 24-hour workday.

Consumer awareness. The dawn of social media means a world where consumers have significantly more insight into the way companies do business and treat employees — with the power to react and heavily influence others.

Because of these shifts, the traditional worker-manager relationship is changing. In fact, the future ‘worker’ will largely have to manage him or herself through self-discipline and time management. Technologies like cloud-based computing, mobile devices, and a variety of communication applications have created an environment that supports remote, independent workers.

Technology can also help managers and owners stay in touch with people they may never meet in person but who are squarely responsible for work that contributes to business growth. Rather than leaving things to chance, regularly asking your team questions and soliciting feedback is a sure-fire way to maintain visibility for a manager as well as autonomy for the independent worker.

Managers will see that true power is surrender

From a manager’s perspective, power is the capacity to produce an outcome.This is a fading paradigm where managers feel that they need to have tight control over people who report to them.

Looking at these relationships in terms of power and control is the first thing that needs to change.

Control in the form of micromanagement actually decreases power for everyone involved. When every detail of someone’s work is scrutinized, managers don’t have the bandwidth to perform their own tasks. People who are never given the autonomy to grow can’t become masters of those particular duties.

When managers give up control and provide freelancers and full-time employees with an opportunity to step up, both parties become more empowered. When talent can assume the myriad responsibilities that company leaders have to delegate, everyone wins.

Independent workers are setting a new demand curve

As the nature of employer/worker relationships shift, organizations still need to attract the best talent and experts.

The best people increasingly have options and leverage. Those who can create and produce at the highest level generally get to create some of the terms for how they are going to work — and they often choose to do so remotely, as a contractor or consultant.

Independent workers who are really good at what they do are scarce, compared to the demand for their services. Demand also increases exponentially at higher levels of knowledge, skill, and experience. Considerably more pay can be required to attract or retain top talent who can help differentiate a company in a highly competitive marketplace.

Find talent that fits like a glove

As the traditional model becomes “passe,” the criteria for quality talent is also changing. For many organizations, culture-fit is as important as skills and experience.

One way to build relationships with people who will remain part of your team in a marketplace that’s full of opportunities is to seek people who share the same values and motivations. The transforming world of work makes it easier to connect with people who are just as passionate about the work you do.

Managers are sensing the shift in the talent pool and are changing how they manage their teams. Using the power of employee feedback software, they are staying on top of the needs, challenges, triumphs and ideas that come up for everyone who works for them.

Technology makes it easier and more efficient to communicate with independent workers and align them with company culture and values. In this freelancer revolution, talent can retain the freedom and flexibility they crave, while management can confidently provide a space where they can do their best work.

There are 11 million developers worldwide, he observes: even if you want to hire within just the top 1% of developers, you still have a pool of about 100,000 people — more than the total number of full-time employees at Facebook and Google combined.

Yet job vacancies and intense competition are the norm for companies trying to hire for tech positions, if they’re limiting themselves to local talent.

“I manage a team of 200+ engineers spread around the world. There’s simply no way we could hire all the people I need just in Silicon Valley,” Kasriel said.

“The students graduating from international universities often look for opportunities beyond their local job markets. The biggest barrier that companies have to hiring them right now is simply realizing that this possibility exists and making it happen.”

]]>https://www.upwork.com/blog/2014/09/trouble-hiring-tech-talent-reengineer-approach/feed/0Best of Tip Tuesday: Advice on Freelancing & Remote Workhttps://www.upwork.com/blog/2014/07/best-of-tip-tuesday-advice-freelancing-remote-work/
https://www.upwork.com/blog/2014/07/best-of-tip-tuesday-advice-freelancing-remote-work/#commentsTue, 29 Jul 2014 16:00:03 +0000https://www.odesk.com/blog/?p=32904On Tip Tuesdays, we ask the oDesk Facebook community about their experiences with freelancing. See their advice about starting to work on oDesk, the best way to handle disputes, what makes a good profile photo and ways to prevent feelings of loneliness when you work on your own.

In response, freelancers share their advice for those just getting started, handling disagreements, creating a good profile photo and preventing loneliness when working remotely. Here is the latest collection of our favorite Tip Tuesday answers.

Editor’s note: Responses may be edited for clarity and length.

Now that my oDesk profile is complete, how do I start working and get good feedback?

Apply to jobs that fit with your skills. Don’t apply to jobs where you don’t have sufficient skills. Send a quality cover letter. Don’t send the same cover letter when applying to different jobs. Always try to send your cover letter fast, make it unique and answer any questions accurately. When you get an invitation to interview, talk with the client with modesty and answer the questions truly. You can ask for test jobs to justify your skills. Always be honest.
– Shakoat Hossain

Do your best on each task. Under promise, but over deliver. Always leave your clients in awe. The quality of your work will speak for itself. Clients won’t hesitate to give you stellar feedback and will keep coming back for your services.
– Jonnifer Cadorna

What is the best way to handle a disagreement or dispute with a client or freelancer?

Good and consistent communication is the key to every relationship. It is always best to keep an open mind when dealing with any situation. Think positively and try not to take things personally. This way, we get to have a good understanding of the issue or situation. If we no longer know what to do, then we can seek the help of the oDesk Helpdesk. This way, they can intervene on our behalf to get things settled.– Genie Dela Cruz Guimong

Sincerely communicate about the problem with the client (or freelancer). Start an open discussion with the other party. Often disputes/disagreements happen due to lack of ‘clear communication’.

Do not insist on what you believe to be correct; take a look at the issue(s) from your client’s (other party’s) perspective. Never, ever use harsh words in your communications with the other party. Value his/her views and ideas. Let them know you understand and respect their concerns. Let them feel you really want to help sort out issues.

IF the other party is not responsive or doesn’t like to agree on a win-win solution, go to your last option, contact the oDesk support team and get assistance to resolve the issue.– Sampath Sri Warnakula

What are the elements of a good profile photo?

Keep it simple: A clear photo of you with a pleasant smile in casual or business-casual attire.
– Car Infante

What’s your strategy to prevent loneliness when working remotely?

Regardless of the workflow, take a break every hour for at least 5 minutes and take a walk outside (weather permitting) for at least 30 minutes on your lunch break. I also open the blinds to let the sunshine in.
– Amanda Cherry Coke

Here are some easy-to-do tips, which can be applied anywhere, in any country, that are workable for anyone.

Let’s create a scenario first: we are working from home where we have an Internet connection, computer and cellphone. We don’t have any people around us; our friends and close relatives are busy in their offices doing other activities and we don’t have any pets.

In this scenario we can do the following things to prevent loneliness:

Listen to uplifting and pleasant music.

Once or twice a week change your environment.

Make calls to your loved ones including your close relations and just ask about their lives, activities and health.

Spend some time on social networks and surf the internet for news. Keep yourself updated about the world.

Watch entertaining videos.

Try to do DIY stuff twice a week like gardening, repairing or cooking.

Try to prevent other people’s loneliness through social networks, SMS and calls.

Keep yourself busy.

Do not work continuously for more than 2 hours. Leave your seat and go outside for at least 30 minutes, keep walking and observe the natural environment, places, people, and try to observe any kind of difference.

Quick video chats have made a huge difference for me in how much I enjoy every day. I feel more connected to my colleagues and clients, and the biggest reward is that together our work is even better! And we have cut back on email considerably. It was definitely a bigger adjustment than I anticipated yet I love it and appreciate all the tools available today!
– Ried Elenich

What advice would you add to this list? Share your thoughts in the comments below!

]]>https://www.upwork.com/blog/2014/07/best-of-tip-tuesday-advice-freelancing-remote-work/feed/7Hiring for Scale: How Freelancers Help PortMA Growhttps://www.upwork.com/blog/2014/07/how-freelancers-help-scale-your-business-portma/
https://www.upwork.com/blog/2014/07/how-freelancers-help-scale-your-business-portma/#commentsThu, 24 Jul 2014 16:00:08 +0000https://www.odesk.com/blog/?p=32881As your business grows, how will you know when it's the right time to hire? Chris Clegg, owner and senior research manager at PortMA, a marketing analytics firm, recently shared how he's been able to grow upward and outward with help from a team of freelancers.

]]>You know your business plan is working when revenues steadily increase. But unless you also have a game plan to scale your business, either profits or your sanity will eventually take a hit.

Chris Clegg, owner and senior research manager at PortMA, a marketing analytics firm, recently shared how he’s been able to grow upward and outward with help from a team of freelancers.

When Chris first started PortMA in 2010, he was a one-man company. Since then, his business has grown dramatically: he now employs six full-time employees and four regular contractors.

The path to growth started as Chris began to drum up analyst work through online portals such as oDesk. “I first discovered oDesk when I began looking for contracts for myself. After starting my firm, I worked hard in order to get leads. As I gained clients, my business began to grow.”

Scale successfully by managing capacity

As work increased, so did Chris’s need for help. “I knew the marketing industry well, but sales was a challenge. For me, building the right team was a critical part of growing the business.”

But growth wasn’t always consistent, and for Chris, this caused a dilemma. Making a new full-time hire to handle increased workload was fraught with pitfalls. Sometimes the increased workload was just a temporary spike and within weeks, the new hire wouldn’t be needed anymore.

“Billable hours are my inventory. And this inventory expires instantly. I’m trading time for dollars and that time expires right away. As soon as I hire someone, I now have 40 hours a week that I’m paying for and am not necessarily making money on. Managing capacity is a constant challenge.”

Chris’s solution? Engage freelancers to ease the process of scaling. “We bring in contractors that can help pick up the extra hours of work. When we have sufficient, consistent work, we can then swap out those contractor hours in order to hire a full-time employee. Freelancers are our insurance policy to make sure we do it right without having to lay people off because we hired too aggressively. They’re our safety net.”

How to approach hiring remotely

Since he was working remotely himself, Chris felt comfortable building his team online. Even so, he soon discovered that the real challenge was not with the hiring process itself but with his own perceptions.

“The biggest learning curve to overcome was how I thought about working with an online worker versus working with someone in person. My perception of working with an online freelancer was that I could just throw money at any hire and expect to get a great product automatically.”

However, Chris quickly discovered that that approach didn’t work. “I first started to look at the interview process more seriously. I stopped interviewing just three to four people for a position and hiring the person that was cheapest. Instead, I began interviewing up to 15 people. Then I would test them and be very, very cautious about the whole process.”

He also began paying attention to a freelancer’s past projects. “I learned to focus on those who have an established work history. If they’ve worked for a long time at a good rate, that’s a promising sign. I’d rather let other employers take care of the vetting process.

“I also learned that I can’t expect to pay an online freelancer less than an on-site employee,” he added. “A good freelancer knows what they’re worth and at times, they might even be more expensive because they need to make up the cost of working solo, such as covering their own benefits, workstations, etc.”

This new approach to hiring paid off quickly. “I began to hire great people, people that became the backbone of my company. The key was that I had to build the job descriptions and take the time for the interview and testing process — I had to do it right.”

Even with a virtual team, training and team culture matter

With both employees and freelancers joining the PortMA team, Chris invested time to develop an onboarding processes. “We need to get new hires into our fold. We have an orientation guide as well as training materials to help them understand who we are and what we do. It was an investment to build these processes so we could effectively use online contractors.”

Part of that process has also been developing a workflow that effectively incorporates both in-office and remote staff. “Having these things in place was a part of preparing to scale. We use Google Apps, so we give them access to our shared calendar system. We also share a Dropbox directory with them for file sharing and bring them into Basecamp as contractors so they can see the projects we are working on and where they plug in with the milestones and delivery schedule.”

Scaling can be a risky process for any startup. But as PortMA found, by hiring strategically online and creating a workflow that incorporates team members from wherever they work, the whole process can go much more smoothly. As Chris noted, “These investments have been pivotal to our growth.”

As your business has grown, how have your hiring practices changed? Share your thoughts, tips and questions in the comments section below.

]]>https://www.upwork.com/blog/2014/07/how-freelancers-help-scale-your-business-portma/feed/06 Ways To Boost Your Business During Your Getawayhttps://www.upwork.com/blog/2014/07/6-ways-boost-business-getaway/
https://www.upwork.com/blog/2014/07/6-ways-boost-business-getaway/#commentsTue, 01 Jul 2014 12:30:10 +0000https://www.odesk.com/blog/?p=32737For many people, July and August are a good time for a getaway, but going away can be hard when you run your own business. Before you grab your sunscreen and hit the road for a much-deserved break, consider giving your business a boost while you’re away kicking your feet up. How? Hire experienced freelancers to keep your business moving forward while you relax.

]]>For many people, July and August are a good time for a getaway, but going away can be hard when you run your own business. Before you grab your sunscreen and hit the road for a much-deserved break, consider giving your business a boost while you’re away kicking your feet up.

How? Hire experienced freelancers to keep your business moving forward while you relax.

Free yourself from the stress of having to catch up — as much — when you get back. Or you can help keep your staff supported while their colleagues head off to points unknown for the summer; hire a team or individual freelancers to tackle projects while they’re out.

Here are our six top tips to help you have a productive and relaxing summer:

1. Use great content to attract new customers to your website.

Build momentum while you’re out by attracting new customers to your website or blog with useful and relevant information. Hire an article writer on oDesk to create content about topics like new developments, trends or best practices. You can enjoy the sun while that new content introduces your business to potential new customers.

2. Make sure that shiny new content shows up.

An SEO specialist can assess whether all your new web content will get the love you’re looking for from Google and other search engines. A freelancer can make sure your posts are structured to rise to the top of search results when potential customers are looking for information.

3. Keep your current customers happy, too.

Getting new customers is important to help grow your business, but so is holding on to your current customers! As you work to bring new visitors into the sales funnel via your website, make sure your existing customers are also having a positive experience.

A customer support freelancer can oversee that important interaction, whether they help with technical support, taking incoming orders, or answering FAQs. They can also schedule client meetings while you’re away, so you’re prepared to hit the ground running when you get back.

4. You’re on the move; make sure your business is mobile, too.

Chances are you’ll use your smartphone or another device to keep an eye on news, events — and maybe a bit of work — while you’re out of the office. Your clients are doing the same thing.

5. Have strategic information waiting when you get back.

As the saying goes, all good things must come to an end — and getaways are no different. However, you can hire an Internet marketing specialist while you’re away and come back with a leg up on your competition. A freelancer can help assess your margins, analyze competitors and pricing, sharpen your differentiators, or suggest fruitful avenues for expansion.

6. Bring in a virtual admin to help keep you focused.

Once you’re rested and recharged, keep that balance going until your next vacation with some external support. Hire a virtual assistant to help you manage operational tasks, do research, or keep your calendar organized. Here’s some on-point advice that can help you get ready for a virtual assistant.

So pass the sunscreen, but don’t pass on the opportunity to keep your business growing while you’re away. Take that much-needed trip and keep the work flowing by hiring freelancers to build on your strengths.

Rest assured you’re in good hands, as a world of talented freelancers are ready to lend a hand. Have a great summer and bon voyage!

]]>https://www.upwork.com/blog/2014/07/6-ways-boost-business-getaway/feed/1Dodging Social Media For Your SMB? You’re Not Alonehttps://www.upwork.com/blog/2014/06/dodging-social-media-smb-youre-alone/
https://www.upwork.com/blog/2014/06/dodging-social-media-smb-youre-alone/#commentsWed, 25 Jun 2014 16:00:07 +0000https://www.odesk.com/blog/?p=32694When I asked the owner of a new neighborhood coffee shop which social network I could find her on, she shook her head. She didn’t have time to deal with social media, she said; there are too many other pressing matters to take care of.

It's tough for the owner of a small or midsize business (SMB) to keep up with social media demands. We talked to Melanie Feltham, oDesk's community manager, for her advice about taking a strategic approach to social media so you can make the most of your time.

]]>When I asked the owner of a new neighborhood coffee shop which social network I could find her on, she shook her head. She doesn’t have time to deal with social media, she said; there are too many other pressing matters to take care of.

If you’ve shied away from social networks but want to reach your customers, you’ll have to tackle the social media beast sooner or later.

To help you do that effectively, I spoke to Melanie Feltham, a freelance community manager at oDesk. She also works as an online marketing consultant, helping companies craft strategic plans, and shared her advice on how small businesses can make social media work for them.

Finding the audience

Before creating a Facebook Page because “everybody is on Facebook,” you should know that all social media is not created equal; you need to be strategic. Melanie advises a two-pronged approach:

Determine your target market, and

Define your business goals.

Knowing your market is the key to choosing the best social media channel. When she’s helping a client identify their market, Melanie encourages them to “…get as specific as possible, to be sure that your marketing gets noticed by those people who are the most likely to appreciate and talk about you.”

To filter down to a specific group, she asks the following questions:

Are you targeting men, women, or both?

What age category do they fall in?

What is their level of education?

Do they have shared common interests?

Are they more likely to live in the city or country?

Are they within a certain income range?

This information can help you decide where to focus your efforts.

“Especially if you have a limited budget, focus on the platform that has a good percentage of people who are in your target audience,” Melanie said.

“For example, the majority of Pinterest users are women, many with above-average household income. If you’re trying to attract business customers, however, you’re more likely to reach them on LinkedIn or Twitter.”

You’ll only hit the target when you have one

Once you know where to find your customers, your next step is to define your business goals.

“Goals are often determined by what stage the business is in,” said Melanie. “Newer businesses often focus on a strategy that would build brand recognition. Older businesses who already have a high level of recognition will want to consider a strategy that would help them with a goal they have — whether that be building buzz around one of their products or building community.”

For example, if you’re trying to drive sales, sharing coupons and new product pictures will rule the day. If you’re hoping for customer engagement, share information about your business and encourage your fans to speak up.

Just remember: you’ll only know if you’re successful when you know what kind of response you’re aiming for.

Developing this two-pronged approach can be time-consuming and confusing. If you’re struggling with the process, it might be time to bring in a social media consultant. As Beth Granai discovered when developing a marketing plan for her BBQ sauce company, expert help can elevate your brand from okay to amazing.

It’s all about sharing good information

You’ve created a profile on one or more social media sites. You know what your goals are. Now it’s time to start sharing content.

“The content should be related to your industry and needs to be interesting and valuable to the audience. Ask yourself, ‘Would I share this on my personal Facebook Page or click Like if I saw it?'” Melanie said.

Finding the secret to engaging content is a slow and steady process, so don’t expect a viral beginning. Instead, learn from the responses your posts garner. Track what gets shared, what gets Liked, and what doesn’t seem to fly.

As to how often you should post, Melanie shares this advice: “You don’t want to flood people on Facebook with too many posts or they will stop following you. With Twitter, however, you can post many times a day without offending anyone. The important thing to remember is not to post for the sake of posting but instead to post for the purpose of sharing something good.”

You don’t have to do it all on your own

Melanie encouraged business owners who feel out of their depth to look at hiring a consultant. “If the business wants social to work for them and they don’t have the time or experience to create a strategy, then it’s a good time to hire a consultant. It’s not a case of ‘build it and they will come.’ Your social presence needs marketing know-how in order for it to be effective.”

At the end of the day, social media is all about connecting directly with your customers. “People are going to talk about you regardless and it’s better to give them a place to do it where you can be part of the conversation.”

Have you developed a successful social media strategy for your business? Share your advice on how you’ve connected with your customers in the comments section below.

]]>https://www.upwork.com/blog/2014/06/dodging-social-media-smb-youre-alone/feed/0Perspectives on the Future of Work: June 9thhttps://www.upwork.com/blog/2014/06/perspectives-future-work-june-9th/
https://www.upwork.com/blog/2014/06/perspectives-future-work-june-9th/#commentsMon, 09 Jun 2014 13:54:23 +0000https://www.odesk.com/blog/?p=32595oDesk’s weekly column brings you the latest news on hiring and managing teams, freelancing and the future of work. This week's roundup highlights innovation within larger organizations, learning about remote teams from FIFA, and startup advice for entrepreneurs, small business and Millennials.

Larger companies seem to have left innovation to more agile startups, says Tony Davila, but it doesn’t need to be that way. Prominent thinkers previously believed it would be larger organizations — with access to more and better resources — who would be the innovative ones. Davila says he thinks that could still be the case.

However, he argues, to be better innovators big companies need to have the right processes in place. This starts “with a different approach to motivation,” he explains, which needs to be rooted in the organization’s vision, not getting ahead or earning rewards.

With FIFA World Cup kicking off this week, a very transparent example of good (and bad) teamwork is about to take the global stage.

Entrepreneur Alastair Mitchell points out that it’s not just the players who need to stick together; a lot of work happens behind the scenes, with widely distributed teams of people, just to keep the event running smoothly — on the ground and through coverage of the event.

From heading towards the same goal to making sure your team members have the right tools, Mitchell says there’s a lot remote teams can learn just by watching this event unfold.

As a 9-to-5 employee, the idea of starting your own business can sound awesome in theory: you would be the boss and would make all of the final decisions, from setting the schedule to creating the product roadmap and hiring a team.

However, the reality of starting a business requires that entrepreneurs develop and rely on a different set of skills in order to be successful.

Entrepreneur Nellie Akalp offers seven tips for those making the transition from a corporate position to the role of a startup founder. She recommends that entrepreneurs

shift away from demanding absolute perfection on every project,

develop an understanding that 9-to-5 is no longer a “full” day, and

learn to appreciate working on all facets of the business, from product to marketing to human resources.

The entrepreneurial journey appeals to more and more individuals: according to a survey by CreativeLive, nearly half of currently employed Millennials “are not happy with their job and would love to get out of corporate America.”

Entrepreneur and writer Shannon Dauphin Lee shares her ten tips for starting a business, beginning with the age-old advice of developing a well-thought-out business plan. While leaning on your professional network is important, she also reminds up-and-coming entrepreneurs to take the time to learn about and obtain any necessary permits or licenses before opening for business.

]]>https://www.upwork.com/blog/2014/06/perspectives-future-work-june-9th/feed/0Perspectives on the Future of Work: June 2ndhttps://www.upwork.com/blog/2014/06/perspectives-future-work-june-2nd/
https://www.upwork.com/blog/2014/06/perspectives-future-work-june-2nd/#commentsMon, 02 Jun 2014 13:00:14 +0000https://www.odesk.com/blog/?p=32561oDesk’s weekly column brings you the latest news on hiring and managing teams, freelancing, and the future of work. This week highlights advice for people who manage distributed teams, why recruiting for remote workers is different, how new work trends are influencing corporate culture, and why freelancing can be a great stepping stone for entrepreneurial graduates.

The common thread through his advice is that the workplace is changing at nearly the same rate that technology is evolving. He encourages entrepreneurs not only to embrace this change, but leverage it to be competitive.

]]>https://www.upwork.com/blog/2014/06/perspectives-future-work-june-2nd/feed/010 Minutes That Can Transform Your Remote Projectshttps://www.upwork.com/blog/2014/05/10-minutes-can-transform-remote-projects/
https://www.upwork.com/blog/2014/05/10-minutes-can-transform-remote-projects/#commentsFri, 09 May 2014 16:00:12 +0000https://www.odesk.com/blog/?p=32421What's the difference between a successful project and an unsuccessful one? Toby Jenkins of Bluewire Media says he knows the answer, and shares his approach to managing remote projects in this guest post.

Like most web marketing professionals, we’ve had great projects and terrible projects. The trick is figuring out what accounts for the difference—and what to do about it.

Located in Brisbane, Australia, Bluewire Media has worked with clients in the same room and as far away as Guadalajara, Mexico (7,858 miles) and London, UK (10,553 miles). Over nearly a decade, we came to realize that the defining characteristic of a project’s success was not distance or time zones.

It was communication.

The breaking point for us was a project that took two years to complete. It could have been done in four weeks if we’d known what we know now. It was demoralizing, exhausting, and expensive. Getting approvals was a nightmare, and rework was a major issue.

We realized we needed to improve how our projects and people were managed. The result is the communications schedule template—a document that maps out when, and why, we need to regularly connect with our clients during a project.

There Must Be A Better Way To Manage A Project

We began our quest by looking all over the world and across industries to try to find better ways to do the work. We dramatically improved our planning process, speeding it up to a two-day process that defines all the elements we need. We learned to break each project down to smaller stages, so we can iterate faster and get more feedback, more frequently.

We realized that once you have planned out your project thoroughly, in terms of knowing exactly what needs to be delivered, it then boils down to who will deliver it and when.

With this knowledge in hand, we began experimenting with different approaches to planning and running a project.

Get decision makers involved from the start

We insisted on having all decision makers in the planning session at the beginning with our project team. We thought this would help by having a clear understanding of the project by everyone involved.

It helped, but didn’t give us the speed we were after.

Get sign off on project scope

We insisted that all decision makers sign off on the scope of the project so we could more easily manage the change process.

It helped, but didn’t give us the speed we were after.

Put deadlines in place—for us and the client

We put in place exact dates and meeting times for delivery of progress and approvals. We made sure that they were included in everyone’s calendars and even tried to insist on penalties if the client didn’t deliver on their milestones.

It helped, but didn’t give us the speed we were after.

Check in with the team 2x a day

After a ton of tweaks to our process—each leading to noticeable, but small, improvements—we tried twice daily 10-minute check-ins between the project team and the client.

The result? Fast. VERY fast.

In fact, the project we first used this technique on historically would have taken us six months. On this occasion? Five weeks.

The Four Questions that Belong on Your Check-in Agenda

We’ve integrated these check-ins into our regular process, which is formalized in the schedule, but to be effective they need to have focus. Below is the agenda we use.

We ask each member of the project team to report the following:

What have I done since the previous check-in?

What am I planning to do before the next check-in?

Do I have any bottlenecks? Can I see any bottlenecks arising?

Do I require any feedback or approvals on my work? If so, who do I need to get involved?

These check-ins can take place in person, on the phone, or via Skype or Google Hangout. Provided the above questions are addressed, you’ll reap the rewards.

But Isn’t That a Lot of Contact?

We’ve found that the communication schedule takes time, but the twice daily check-ins are crucial for four reasons:

By increasing the frequency of the review process, we dramatically reduced the amount of rework required. The worst case scenario is that a day’s work might need to be redone.

The client can see the progress which we’ve found helps them maintain excitement and commitment to a project.

Because the client sees the work twice a day, the approval process speeds up and it’s easy to get sign off.

They allow us to catch issues early, when they’re easy to solve, rather than late in the process when it becomes much harder.

Communications Schedule

This is the exact communications schedule template we put together to help us manage our projects. We designed it specifically to address the problems and to include our new-found technique for speeding projects up.

This tool can help you:

Get agreement by all the decision makers and your project team in the same session.

Make sure the project scope has been approved by everyone necessary (this will prevent rework later).

Get commitment to timeframes and meetings for approvals and delivery of project work.

Hold two effective 10-minute project check-ins each day.

You’ll find this story, and many other “confessions,” in our new book Web Marketing That Works. Have you uncovered any techniques that have transformed how you run your remote projects? Please let me know in the comments.

]]>https://www.upwork.com/blog/2014/05/10-minutes-can-transform-remote-projects/feed/1How to Build a Partnership With Your Web Designerhttps://www.upwork.com/blog/2014/04/how-to-build-a-partnership-with-your-web-designer/
https://www.upwork.com/blog/2014/04/how-to-build-a-partnership-with-your-web-designer/#commentsWed, 30 Apr 2014 16:00:30 +0000https://www.odesk.com/blog/?p=32375The time-tested wisdom of relationship advice columnists says that good communication, realistic expectations, and mutual respect go a long way toward heading off trouble. As it turns out, advice for creating a great relationship with your web designer is exactly the same. Maria Pentkovski, oDesk's interactive art director, has a lot of experience in this regard — she's worked for the client, and as the client. Here are the lessons she's learned about building the ideal client/freelancer relationship.

]]>What does it take to get that proverbial “match made in heaven” between a business and a web design firm?

The time-tested wisdom of relationship advice columnists says that good communication, realistic expectations, and mutual respect go a long way toward heading off trouble. As it turns out, advice for solid partnership with your web designer is exactly the same.

Maria Pentkovski, oDesk’s interactive art director, has a lot of experience in this regard. She’s been on both sides of the fence — working both for the client and as the client.

Having seen the good, the bad, and the ugly in these partnerships, she recently shared some helpful advice on both how to hire remote web designers and developers and, in this post, how to maintain the ideal client/freelancer relationship.

Spend time negotiating

You may have found the perfect web design company, but don’t commit to anything just yet. To get this relationship off to the right start, you have to sort through some important matters and make expectations clear — for both of you.

The first issue you need to settle is price. In order for the web designer to give you an accurate quote, you need to provide a realistic picture of what the job entails. Pentkovski advised that, before going into negotiations, you should “be someone who has an idea of what you want with your website, including what your purpose and goals for the site are.”

Second, determine milestones. Even the best designer can only work so fast. Discuss a schedule and figure out when deliverables should be ready at each stage of the process. Make sure you’ve both signed off on this.

Finally, think long term. Your site is likely to need updates and/or redesigns in the future. “You definitely want a web designer or developer who can come back and make updates to your site. You don’t want your site to stay the same for an extended period of time,” said Pentkovski.

But don’t expect these changes to be free or cheap; now is the time to discuss those future updates. “It’s a good idea to have a monthly retainer or to work out a deal where there is a different hourly rate for different kinds of work, such as content update versus design/coding work.”

Carry your share of the load

The web designer can only work with what you give her. That’s why your input into the process has got to be top priority on your to-do list. “The designer needs to know your business goals and branding; they’ll take that information and build from it,” Pentkovski pointed out. Supporting those business goals is site content. Have you figured out the details of what your website will actually contain?

If you’re really clueless on the matter, your web design firm can give you input. If you already know what pages you need, get that information to your agency contact as soon as possible. And as Pentkovski noted, don’t make it difficult to wade through. “Many times, I’ve seen the client send a big document, completely unorganized. It’s important for the client to think ahead and figure out what pages they want and what should be on each page.”

It’s not a one-way street

Remote work relationships are most successful when based on mutual respect. You haven’t just hired someone to “get ‘er done.” You’ve hired a web design expert who knows his field well. Make use of that specialized knowledge by listening to his input.

“Create a relationship with them that is more than just handing out tasks and giving direction,” said Pentkovski.

“It should be like a collaborative work relationship, where one benefits from the other. Share ideas without telling them exactly what to do. As designers, we’ve learned to take those ideas and create visual representations of them,” she added.

Designers are natural problem solvers: give them freedom to tackle the challenges in your website. Their expertise is a powerful tool to take your business to places that you couldn’t get to on your own.

First-time clients often have a learning curve when it comes to working with web designers and developers. What other advice would you give on how to have a successful relationship? Share your tips in the comments section below.

]]>https://www.upwork.com/blog/2014/04/how-to-build-a-partnership-with-your-web-designer/feed/0Hiring a Web Design Firm: What You Need to Knowhttps://www.upwork.com/blog/2014/04/hiring-a-web-design-firm-what-you-need-to-know/
https://www.upwork.com/blog/2014/04/hiring-a-web-design-firm-what-you-need-to-know/#commentsWed, 23 Apr 2014 16:15:59 +0000https://www.odesk.com/blog/?p=32328Branding developed? Check. Product perfected? Check. Website ready to launch? Not exactly... For many DIY entrepreneurs, this is one task that requires outside intervention in the form of outside expertise. But how do you choose the right web design firm? One of the quickest ways to get up to speed is to talk to someone who's done it successfully — multiple times. To tap into such experience, we recently chatted with Maria Pentkovski, an interactive art director with oDesk.

]]>Branding developed? Check. Product perfected? Check. Website ready to launch? Not exactly… For many DIY entrepreneurs, this is one task that requires outside intervention in the form of high-end web design expertise.

Unless you’re an experienced designer yourself, it’s hard to know how to successfully evaluate and hire a web design firm. As with most pursuits in life, one of the quickest ways to get up to speed is to talk to someone who’s done it successfully — multiple times.

To tap into such experience, we recently chatted with Maria Pentkovski, an interactive art director with oDesk. She’s managed multiple web projects, from landing pages to small business websites to full-blown, behemoth sites. She shared these four tips for hiring a professional web design company.

1. Know the scope of your project

The first step in hiring a web design firm is knowing your requirements. All websites are not created equal, and you have to figure out what your ideal website should be. Before investigating design firms, take time to flesh out your website needs.

Who you hire will be based in large part on how complicated your site will be. If you need something small and simple, Pentkovski advises that you look “for someone with hard-core design skills who can make it work. The focus would be more on design, less on technology.” In this case, you could work with a smaller team.

On the other hand, if your site will be a repository for large amounts of content, will be highly interactive, and/or will require specialized apps, it’s probably better to hire a larger team.

Pentkovski notes that you’ll need a team “that has some good designers, as well as a good web developers. [Because of project complexity], you need a team, not a versatile person that can do it all for you.” Who should you have on your team? It’s all about looking for professionals who have the right skills sets.

A web designer will develop the look and flow of the site. According to Pentkovski, “They know how to design the page, but they don’t always know how to build it.” All web designers can provide a webpage design mockup. If you’d prefer to have a more fully fleshed out site, Pentkovski advises looking for a designer with strong experience with HTML and Cascading Style Sheets (CSS).

Web developers are programmers, primarily focused on the code and mechanics underlying the site design. They often work alongside a designer, bringing the graphical interface to life. Developers can also specialize in various coding languages and skill sets, from web apps to back-end scripting. If you hire a developer, make sure they’re comfortable working with any designers you bring on.

3. Look at their experience

Once you’ve determined whether you primarily need a web designer, a developer, or both, dig into the portfolios of potential hires. Whether you decide to employ a firm or an individual, it’s important to make sure the candidate has done work similar to what you need.

If the type of job you’re looking for isn’t featured in their portfolio, but you like what you see, talk to them. See if they’re comfortable doing the type of work you need, and make sure they partner with someone who does have relevant experience.

When looking at portfolios, Pentkovski also recommends checking out actual sites the designer or developer has featured. “You want to be able to test the sites they’ve created, both in your own monitor and on mobile devices, to see how they respond to various screen resolutions. You also want to take a look at the underlying code, if that is important to you.”

If you want to hire a firm, take the extra step of getting input from their clients. “If you are hiring a company of three or more people, look for known brands that they’ve worked with, as well as recommendations from past clients. Ask for case studies to see how they’ve dealt with other companies’ web design needs.”

4. Get to know them

Narrowed your search down to a few candidates? Then it’s time to get to know the web designer or developer better. Good communication is critical, especially if you’re working with a remote team. Do they respond to questions completely? If you’ve asked for case studies or other information, do they provide it in a timely manner?

Find out how they deal with challenges by asking about their experience with other clients. According to Pentkovski, the way they respond to this question is very telling. “Ask about what went well with their past client and what didn’t. If you see that they pin all the blame on the client, that’s an immediate red flag.”

She also recommends trying to do a test project before making a long-term commitment to a particular contractor or agency. “Instead of having them design a whole site for the test project, I’d just have them design a piece of it, such as a banner. I wouldn’t give them specific direction, but instead more strategic direction. Then see where the designer takes it.”

Hiring for web page design can be an intimidating process. If you’ve worked with designers and developers, share your stories about successful (or not-so-successful) hires in the comments section below.

]]>https://www.upwork.com/blog/2014/04/hiring-a-web-design-firm-what-you-need-to-know/feed/147 Things You Need To Know About Mobile Web Designhttps://www.upwork.com/blog/2014/04/7-things-need-know-mobile-web-design/
https://www.upwork.com/blog/2014/04/7-things-need-know-mobile-web-design/#commentsMon, 14 Apr 2014 16:00:50 +0000https://www.odesk.com/blog/?p=32239Competition online is fierce, and if you don't have a mobile-friendly site to keep your customers happy, you can quickly lose your edge. But how do you get the ball rolling? Here's a look at some of the nuts and bolts of the mobile web design process.

]]>Nearly half of marketers say their businesses lack a mobile-optimized website, according to a survey by Adobe, even though smartphones and tablets are everywhere — and web statistics prove that visits via devices are on the rise.

Competition online is fierce, and if you don’t have a mobile-friendly site to keep your customers happy, you can quickly lose your edge. But how do you get the ball rolling? Here’s a look at some of the nuts and bolts of the design process.

A good starting point is to research what type of mobile design — if any — is used by companies similar to yours. Browse their sites thoroughly using a smartphone. When you’re finished, compare those sites against your own to get a sense of how your design stacks up, and what you can improve. For more inspiration, check out this list of 70 responsive design sites from Mobify.

Designing for mobile versus desktop

Which should you tackle first: the design for large desktop screens, or the one for mobile devices? As designer Joshua Johnson pointed out in an argument for mobile first design, starting with smaller screens forces you to create a lean, focused design. All the necessary content is built into the mobile version from the outset.

Starting with mobile doesn’t mean you’ll scale back your desktop site. Instead, Johnson points out that you can make “progressive enhancements” to supplement the large-screen experience. This type of site development goes hand-in-hand with responsive design, too.

However, there are disadvantages to this approach.

First, do you really want to rethink your entire website? While upgrading to a mobile-first design could be advantageous, it could also be an unneeded drain on your bottom line. Second, as far as aesthetics go, designing for mobile first is limiting: it might be hard to envision and execute the overall look you want your brand to have when you’re confined to a small palette.

To choose the process that makes sense for your site, talk to a professional web designer; they have the know-how to guide you through what’s best for your business.

The 7 key principles of mobile web design

Whatever philosophy you ultimately embrace, there are fundamental principles that apply to all mobile website design.

Design for mobile based on most popular and/or important contentWhat are the majority of visitors looking for on your site? That’s the content you should put front and center in your design. It must be easy to find or use, or your site visitors will move on to someone else.

Everything should be available……even if not everything is visible. In other words, make sure mobile users have access to the majority of your site’s content. It’s frustrating to look for needed information that’s simply not available on the mobile optimized site. On the other hand, just because the content is there doesn’t mean it has to be linked to via the main navigation bar.

Limit navigation optionsAs noted above, you need to be choosy about the information that you put front and center. Too many menu layers, too many clicks, too many choices; you have to simplify if you want your site to be mobile friendly. David Moth of Econsultancy recommends no more than three layers of menus and a max of five or six menu items.

Buttons matter
Thumbs aren’t the most accurate pointing device; putting buttons too close together will only lead to frustration. Who wants to keep hitting “reload” when the button you’re trying to click is “submit”? Also, avoid tiny fonts and minuscule buttons. Instead, use elements that are sized for easy clicking.

Watch your media
While the aesthetic design of your website is extremely important, media elements can cause mobile browsers to trip up. Keep an eye out for overly large image files, bloated fonts that load too many unnecessary characters, and videos in formats — like Flash — that won’t play on certain mobile operating systems.

Pop-ups are problematic
If you’re throwing too many pop-up surveys or sign-up boxes at your mobile visitors, they’re going to get annoyed. It’s frustrating to get rid of pop-ups on a small screen. Unless it’s absolutely necessary, avoid them.

Don’t require too much textForms are a pain to fill out when you’re typing with your thumbs. Keep the text input needed to a minimum. No essays, please!

There’s much more that could be said about mobile site design — here’s your chance to say it. What design principles did we miss? How can entrepreneurs use their mobile website to engage potential customers? Share your advice in the comments section below.

]]>https://www.upwork.com/blog/2014/04/7-things-need-know-mobile-web-design/feed/2What Rockstar Developers Look For In Clientshttps://www.upwork.com/blog/2014/04/rockstar-developers-look-clients/
https://www.upwork.com/blog/2014/04/rockstar-developers-look-clients/#commentsThu, 10 Apr 2014 16:00:26 +0000https://www.odesk.com/blog/?p=32196How can a small team, with limited resources, hire a developer who's world class? Drawing from his experience with startup teams — and as a developer himself — Diffbot's Mike Tung shares his advice for attracting top talent to your organization.

Energy drinks aren’t a healthy substitute for sleep. But there we were, 16 hours into fixing a problem on the production servers at Diffbot headquarters. Sleep wasn’t an option.

A major company had started pilot testing our information extraction service, and our machines were buckling under the surge of increased workload. With various internal system monitoring alarms going off left and right, our team was frantically hacking away.

We all knew that just a few keystrokes could get us into the clear — but finding the right keystrokes was another issue. The specialists on our team were attacking various aspects of the problem in parallel.

It’s during moments like these that anyone can appreciate how a driven team of extraordinary developers can make or break a project — I know I do, and I also know that they can be hard to find.

Rockstar developers are a strategic asset for a small company, and today’s distributed workforce means you aren’t limited to talent you can find locally.

As GitHub CEO Tom Preston-Werner said at a PandoMonthly event: “Companies that aren’t distributed can’t possibly say that they hire the best people — it doesn’t work that way, the world’s a big place.”

Matt Mullenweg, CEO of WordPress, says 99 percent of the talent in the world is outside the major hubs.

But how can a small team, with limited resources, hire a developer who’s world class? You have to create an environment that will attract world-class talent. From my experience — both running startup teams as well as being a developer — here are my top tips for creating the kind of environment a top developer wants to work in.

Have a clearly defined problem

An exceptional developer will find a better way than you to solve a problem — after all, isn’t that why you hired them? — but you need to give him or her the room to do the work.

A job description that has been mapped out to say “this is the problem, we need someone to fix it” will be irresistible to a developer. Like a jigsaw puzzle that has been laid in front of them on a table, they will immediately start wondering how to solve it.

Technical autonomy

Avoid dictating which tools or technologies should be used to solve the problem. The tools a programmer uses are like a musician’s instrument or an athlete’s gear: they are cultivated and refined over time to suit our preferences.

If your project absolutely requires the use of certain tools, do some homework: study the candidates’ profiles and portfolios to find those who’ve used the same tools to solve similar problems in the past.

Give them a purpose

Beyond monetary incentive, we all like to spend our time doing things that are significant and have meaning.

Your company doesn’t have to be solving world problems, but you should at least be able to explain why your project is important within the context of the organization’s goals.

While you may not think this is essential to do the job, these extra bits of information allow high performers to think of out-of-the-box solutions.

Take a targeted approach to finding developers

Top developers are in demand; we’re picky about the projects we take on. Thus, you should also be selective about the developers you approach.

Consider past work and pitch a project that leverages their background, or brings them closer to their career objectives. The most common reason a project pitch is deleted from my Inbox is that it’s not relevant to my skills and interests — which someone can learn with just a bit of research.

Be organized and in charge of your idea

Talent is attracted to talent. If you want to work with the best, you need to be at the top of your game.

Be clear about your product goals and desired functionality. Don’t ask a developer to “explore” the product space with you or, worse, shift your objectives mid-stream. Top developers have a sixth sense for detecting potential uncertainty; the last thing they want is a drawn out process where they never get paid — especially if it is a fixed price contract.

Take some time to learn the basics of how software development works, so you can speak the language of the developer. Even a simple introductory course will help you better understand, from a technical point of view, what’s possible and what’s harder to accomplish.

Ultimately, top developers like to spend their time doing what they are best at: developing awesome implementations.

Cut down on the time needed in outer stages of the process — narrowing down a fuzzy problem, assessing technical feasibility and skill fit, negotiating the terms (just give us your best rate up front) — and you’ll start to find top developers coming to you.

]]>https://www.upwork.com/blog/2014/04/rockstar-developers-look-clients/feed/1Mobile Website Design Helps Keep Customers Happyhttps://www.upwork.com/blog/2014/04/mobile-website-design-helps-keep-customers-happy/
https://www.upwork.com/blog/2014/04/mobile-website-design-helps-keep-customers-happy/#commentsMon, 07 Apr 2014 16:00:22 +0000https://www.odesk.com/blog/?p=32138You walk into a waiting room filled with people. They’re not watching the television; they’re not reading magazines. No, the majority of those seated have their heads down, thumbs expertly typing on mini-keypads with eyes glued to small screens. Thanks to ever faster and cheaper data plans, mobile devices are ubiquitous; they are a rapidly growing force in the way we access information. Has your website rolled out the welcoming mat for these visitors? If not, it's time you took a look at your mobile website design.

]]>You walk into a waiting room filled with people. They’re not watching the television; they’re not reading magazines. No, the majority of those seated have their heads down, thumbs expertly typing on mini-keypads with eyes glued to small screens.

Dorothy, we’re not in Kansas anymore!

Five years ago, this scene would have been radically different. But thanks to ever faster and cheaper data plans, mobile devices are ubiquitous; they are a rapidly growing force in the way we access information.

Without a thoughtful mobile website design, you could be losing traffic; people won’t take time to dig around on a site, or zoom in on a page to make the links large enough to click on. They’ll find another site that’s easier to use.

If you have an existing site, it’s likely that a significant number of your site visitors are mobile users. But you don’t have to take my word for it: Google’s recent release out of beta of Universal Analytics (UA) will help make the case. Among other useful tools, it lets you follow which devices are being used to access your site.

Understanding how people access your information is an important first step in tailoring your site to best serve your visitors.

Review and test your mobile site — repeatedly

The next step is to see your site through your visitors’ eyes. Have you paid much attention to what their mobile experience is like?

It’s time you did. Browse the site extensively with your smartphone. Love your Galaxy? Grab your friend’s iPhone, too. Take your site through its paces with your nephew’s tablet. Any unique device you can get your hands on should be used to see how your site looks, functions and feels.

As you test, keep a notepad handy.

Think about key reasons people go to your website: Can they easily find important information or complete key transactions?

Take notes as you go on what’s working, what’s clunky and what’s unbearable.

Tag any problems, and note whether they’re specific to a certain device or a problem across all of them.

Once your list is made, you can come up with a plan of action for your website’s mobile design.

One site or many?

There are two different philosophies in designing a website for mobile devices: The device-customized site, or responsive design.

If you opt for a device-customized site, you have a few different options:

create a native app for each device operating system;

employ adaptive design, which uses pre-determined layouts based on which device is accessing the site; or

redirect mobile visitors to a mobile-only site, which is usually a web version of the native app option.

While device-customized design is often faster for the end user (i.e. your customer), it is typically heavier on upkeep. When making changes and updates, for example, you’ll have to modify the various versions of the website individually.

Your second option is to create one website using responsive design: regardless of the device, each visitor is served the same HTML information as the desktop version of the site, but cascading style sheets (CSS) are used to adjust the layout based on screen size.

One advantage of this method is that mobile users can access all the same features that are available to desktop users. However, it can also make your site much slower — and potentially more complicated — for mobile users to navigate.

It’s time for change

There isn’t really a one-size-fits-all strategy — your business site is unique. That’s where engaging an experienced mobile web developer is extremely helpful. They can provide expert advice about the methods and design choices that will provide the best mobile experience for your customers.

Just remember: all those mobile users browsing their phones in the waiting room is a scene that is being repeated around the world. The sites that leave these smartphone-tethered users happy are popular only because they provide a mobile-friendly experience; if your site is headache-inducing, they won’t be back.

Do you have a question about mobile web design? What advice would you give? Share your thoughts and advice in the comments section below.

]]>https://www.upwork.com/blog/2014/04/mobile-website-design-helps-keep-customers-happy/feed/2Is Your Business Ready for a Virtual Assistant?https://www.upwork.com/blog/2014/04/business-ready-virtual-assistant/
https://www.upwork.com/blog/2014/04/business-ready-virtual-assistant/#commentsWed, 02 Apr 2014 16:10:59 +0000https://www.odesk.com/blog/?p=32111Try as you might, you can't do everything yourself if you want to grow your business. It's one thing to accept that; it's another to actually welcome someone new, like a virtual assistant, to share your work. When you've relied on a team of one, how can you feel confident that someone else will understand your priorities, motivations, or rationale? Three professionals explain their experience and advice for those preparing to take the next step.

]]>Try as you might, you can’t do everything yourself if you want to grow your business. “If you’re a one-person shop, eventually your availability will max out. Trust me, I’ve been there,” Matt Keener, the Executive in Sweatpants, wrote recently when explaining key signs it’s time to get help.

It’s one thing to accept that you can’t do it all on your own; it’s another to actually welcome someone new into your business. When you’ve relied on a team of one, how can you feel confident that someone else will understand your priorities, motivations, or rationale?

“I think trust is the biggest factor,” confirmed Lee Drozak, a virtual assistant (VA) who specializes in web marketing and WordPress. But trust isn’t the only challenge; bringing a new team member on board can be a lot of work — especially if you don’t find the right person.

The secret to success? Drozak and two professionals who’ve used VAs to support their work, Nick Loper and Jenna Weiner, explain their experience and advice for those preparing to take the next step.

Yes, it takes time to train a virtual assistant

“We can come up with a lot of excuses when it comes to hiring someone to support our businesses,” said Nick Loper, the entrepreneur behind Side Hustle Nation, who has been working with VAs for nearly 10 years.

“When you’re already up to your neck, it can be hard to believe it’s worth the extra time to bring someone on board,” he said. “You have to invest time up front; the benefit is the long-term payoff. Even if it takes an hour to prepare — even if it takes one or two days — consider the break-even point of never having to do that activity again.”

Loper notes that documentation became important when he started working with a VA. “All my processes were in my head,” he recalled. “I created some training materials, then we spent time reviewing things together and sharing the information.”

You also need to learn to let go. “My VA is free to edit my processes and procedures if she finds a better way,” he said. “My way isn’t necessarily the single best way to do it.”

Be specific about what you want a virtual assistant to do

What can a virtual assistant help with? Jenna Weiner, content strategist at Dropbox and former editor-in-chief of the oDesk blog, says it’s not just what someone else can do. You also need to decide what you actually want to hand off.

“There are some things you simply won’t be comfortable having someone else do,” she explained. “But — depending on your relationship — a VA can help with everything from research, to data entry, to tasks that involve making judgment calls.”

Loper agrees. “Do what’s right for your business, so you can focus on strategic stuff. But don’t get rid of all the fun stuff; you’ll lose the things you enjoy in your business.”

Drozak adds that you shouldn’t be afraid to ask for advice. “Asking how an assistant can help you is a realistic conversation to have; there may be things you’re not thinking about,” she said. “But it’s an open-ended question; you need to listen to what they tell you.”

Find the right match for you — and for them

Drozak says you must be prepared to bring a VA into your business. “When you have the budget, the mindset, and the goals in place, it will more often be a successful relationship than not.”

Budget matters more than some people think. “If you’re penny pinching, it makes the relationship tough because you want all this stuff done but don’t have the money.”

You also need to think beyond hard skills. “Where do you see yourself in a few years with the person you’re going to hire?” Drozak asked. “If your needs are short term, it doesn’t matter as much. But if you want to hire someone who will grow with your business, your long-term goals need to be aligned.”

For example, how do they feel about being a business owner — do your business philosophies match up? Are your business practices a good fit for their routine? Are your personality styles complementary?

The best way to get these answers is to connect in person — whether physically, on the phone, or via video conference. “Always have a conversation as part of the hiring process, and trust your gut instinct,” Drozak said. “Your instincts will tell you a lot more than an email or an RFP.”

Confirm your choice with a test project

Weiner had a VA to support her work at oDesk. To ensure she was getting the information she needed, she used test projects as part of the hiring process.

“Effective use of a VA depends on your ability to trust that they will deliver what you need,” Weiner said. “Test projects are a great way to confirm whether your work styles are a good fit, too.”

She suggests a small assignment (1-5 hours) that’s comparable to the work they’ll be doing for you. “I found it helpful to assign small projects I’d already done, because I could then compare results. Sometimes, I found that VAs did an even better job because they had more expertise in a particular area or industry.”

Loper also relies on test projects, and emphasizes that it’s not just whether a candidate does the project, but how they do the work.

“Yes, you need to find someone who can follow instructions without a lot of help,” he said. “But if I’ve made myself available to answer questions or otherwise help, and someone who’s new to me and my business doesn’t take time to ask anything, the lack of initiative is an easy way for me to screen people out.”

Depending on your needs, it’s not unusual for someone to hire a team of VAs, each with different areas of specialization. With thoughtful planning and preparation, expanding beyond your team of one can give you the time you need to focus on the activities that matter most!

Whether you’re a virtual assistant or an entrepreneur, what advice do you have for people who want to hire a VA? Share your advice in the comments section below!

]]>https://www.upwork.com/blog/2014/04/business-ready-virtual-assistant/feed/2The 5 Phases to Build a Websitehttps://www.upwork.com/blog/2014/03/5-phases-build-website/
https://www.upwork.com/blog/2014/03/5-phases-build-website/#commentsMon, 31 Mar 2014 16:00:03 +0000https://www.odesk.com/blog/?p=32084How do you move your business or personal website from concept to launch? Whether you decide to learn how to build a website on your own or to hire a web developer, there are five phases your process should go through. It's exciting to make a website, and it can be tempting to simply jump in. However, by taking the time to follow a more structured process, you'll create a site that’s more effective and spend less time fixing problems later.

How do you move your business or personal website from concept to launch? Whether you decide to learn how to build a website on your own or to hire a web developer, there are five phases your process should go through:

Defining the purpose of your website

Creating an outline of content and features

Sketching a wireframe of the layout

Working through logistics

Building the website

It’s exciting to make a website, and it can be tempting to simply jump in. However, by taking the time to follow a more structured process, you’ll create a site that’s more effective and spend less time fixing problems later.

Have a clear purpose

Are you building a personal portfolio, selling a product or service, or attracting warm leads for your business? Understanding the purpose of your website will guide the website creation process.

Once you know the overall purpose, you can define goals that will support it. Who do you want to target, and what do you want them to do? Will your site guide visitors through a sales process, or do you want to drive them to sign up for a mailing list?

As marketing professional Brad Schorr wrote for Forbes, knowing the purpose of your site will help you make smarter decisions. “If you can’t answer that question clearly, there’s a good chance you’re squandering your best online asset.”

The tools and applications you will need to use will differ depending on the type of website you intend to create. Let your goal shape your design process and focus your development efforts.

Create an outline

Once you have a clear purpose and goal in mind, draft an outline of key content areas and features you intend to include on your website.

Do you want a comments section, forums, or a subscription service?

Do you need to hire writers and editors to produce content?

Do you need graphic artists or developers to give your website a truly unique form and functionality not available in a simple template?

These are the types of questions to ask as you construct your outline; even experienced developers start new projects with this basic framework.

Sketch a wireframe

A wireframe is a blueprint for your website’s actual structure and layout; all the critical pieces without the distraction of the visual design. With your outline in hand, you can begin designing the layout on your computer or simply map it out on a blank sheet of paper.

The purpose of your site will be a key factor as your site starts to take shape; standard layouts can often work well for a particular purposes, but there are also unique ways to present your information.

As you decide on how to position your header, columns and other features, remember that people typically read information online using either an “F” shaped or “Z” shaped pattern.

The logistics of building a website

Once you have a wireframe confirmed, you’re almost ready to create your actual website — but there are still a few logistical details to sort out.

Register a domain name that best represents the theme or purpose of your website. You may decide to base your online brand on an existing presence, start from scratch or rely on search engine optimization (SEO) best practices when picking a domain name.

Then, sign up for webhosting. Your website and its database of files will need to be physically hosted on a server, or series of computers, to be available to everyone over the Internet.

Your webhosting needs will be dictated by a number of factors, including the platform you want to use for your website (i.e. WordPress), the tools and application that your site needs to support, and the amount of traffic the site will need to be able to handle.

Website creation

As you or your web developer start to build a website, your purpose, outline, and wireframe should be regular reference points.

Many applications allow you to view your webpages as you build them, which helps customize designs and layouts. There are also many website templates available that can help cut the time needed to create a site. If you want a truly unique layout however, the site will probably need to be build from scratch using HTML, CSS and other web languages — depending on the site’s purpose and technical requirements.

As you add functionality and features to your website, remember the three components of web design: client-side coding, server-side coding and database technologies. These three components can affect the speed, performance and security of your website — which, in turn, can impact the usability of your site and even how it’s ranked in search engine results.

For written web content, images, and videos, consider doing a little keyword research to optimize your webpages for the search engines. Planning your search engine optimization (SEO) efforts can help you build a website that will have a better chance of ranking hire in search engines.

Maintenance

Web development is an ongoing process that’s never truly finished; for example, you must continue to publish content in order to keep the information current. If you have an active forum, moderators will be needed to keep the community alive.

Finally, in order to remain secure, you need to make sure your website’s database software and applications remain up-to-date with the latest software.

Follow these pointers and you’ll have a fully functioning website in no time!

What have you learned from creating websites for yourself or your own business? Share the lessons you’ve learned in the comments below!

]]>https://www.upwork.com/blog/2014/03/5-phases-build-website/feed/4eBook: Top 10 Startup Tips for Going Globalhttps://www.upwork.com/blog/2014/03/ebook-top-10-startup-tips-for-going-global/
https://www.upwork.com/blog/2014/03/ebook-top-10-startup-tips-for-going-global/#commentsThu, 27 Mar 2014 16:00:19 +0000https://www.odesk.com/blog/?p=32056Studies show that startups are going global more quickly than ever before. Economic forces and globalization push us to explore new markets while technology has made cross-border transactions and communication comfortable. Accessing capital and reaching more early adopters of technology are strong incentives to expand internationally. oDesk teamed up with General Assembly to create “Top 10 Tips for Going Global,” an eBook that gives actionable advice to startup founders, marketers, and mentors who are leading the charge to cross the pond.

]]>Studies show that startups are going global more quickly than ever before: economic forces and globalization are pushing us to explore new markets, while technology has made cross-border transactions and communication comfortable. Accessing capital and reaching more early adopters are strong incentives to expand internationally.

The event was held at London’s Rainmaking Loft, and I was joined on the panel by Even Heggernes, country manager for the UK and Ireland at home rental juggernaut Airbnb; James Parton, European director of cloud communications business Twilio; and Matt Cynamon, regional director for tech education company General Assembly. Pru Ashby from Tech City UK also shared her perspective while moderating the panel.

These four startup executives from U.S.-based tech companies discussed how they evaluate new markets, how they earned a green light on budget from the executive team at HQ, and how they crafted a killer market entry strategies for the UK and beyond.

Cynamon perhaps put it best when he said, “There’s a lot that you need to be on the ground to learn, and you just won’t get that if you are in your office…trying to figure out how you’re going to make the brand culturally relevant in another country. You just have to sort of go and do it, and figure it out on the ground.”

While this may be true, every company needs to craft a market entry strategy before they touch down in uncharted territory.

So, oDesk teamed up with General Assembly to create “Top 10 Tips for Going Global,” an eBook that gives actionable advice to startup founders, marketers, and mentors who are leading the charge to cross the pond and beyond.

In this guide you’ll find tips on the following:

Organizational Structure: Which departments should be centralized at HQ?

Marketing & Sales: Should awareness, nurturing existing customers, or direct acquisition be the initial focus? What activities can be done remotely versus on the ground?

Localization: Necessary or a nice to have?

Monetization: When is it time to slash or raise prices? How will payments and currency conversion impact your business?

Competition: How do you assess new competition and create a strategy to overtake them?

Speed: Will you go big out of the gate or test the waters? How much funding will you need?

Staffing: How will you find your first hire in a new market?

Culture: How do you do business across time zones? How should you extend your company culture to overseas offices?

Check out the eBook, then tell us what you think! Add your advice to the comments below, or share your tips with @oDesk and @GA_London on Twitter using the hashtag #goingglobal.

]]>https://www.upwork.com/blog/2014/03/ebook-top-10-startup-tips-for-going-global/feed/0When Should I Stop Doing Everything Myself?https://www.upwork.com/blog/2014/03/solopreneur-when-should-i-stop-doing-everything-myself/
https://www.upwork.com/blog/2014/03/solopreneur-when-should-i-stop-doing-everything-myself/#commentsWed, 26 Mar 2014 16:00:23 +0000https://www.odesk.com/blog/?p=32044As a solopreneur, your natural inclination is to do everything yourself. However, have you ever considered when it might make sense to stop doing it all on your own? Matt Keener has faced that problem himself, and explains the top three signs that indicate when it may be time for you to "staff up."

It’s a good problem to have. But, nonetheless, it’s still a problem: you’re only one person, but clients continuously ask for more of your time.

As a solopreneur, your natural inclination is to do everything yourself. However, have you ever considered when it might make sense to stop doing it all on your own?

I’m a living case study for this question. Several years ago, I started as a part-time consultant on oDesk. My client base grew to a point that, by late 2012, I could no longer do everything by myself.

I started by hiring people who could help me automate certain aspects of what I do each day. Today, I feel much more at ease when clients ask me to add new services.

Including others in your team is a big decision to make; here are three signs that it’s something you should consider.

#1: You’ve hit your workload limit, but clients still need more

If you’re good at what you do, the demand for your products or services will rightly increase. However, if you’re a one-person shop, eventually your availability will max out. Trust me, I’ve been there.

Once you’ve hit your capacity, you really have two options: decline the new inquiries or “staff up” to become more efficient.

The good news is that the client trusts your ability to deliver. The bad news is that you currently don’t have the capacity.

If you turn down the business, you run the risk of disappointing the client. This can lead to friction and further frustration. However, if you accept the challenge and extend yourself to the breaking point, will you actually do a good job? In either situation, the outcome isn’t great. Hence, the decision to staff up seems logical.

#2: You’ve already increased your rates to meet growing demand

Client demand dictates what you can charge for your services. As demand increases, you’re likely to raise your rates.

However, at a certain point, most people realize that there is a market rate for any type of service. So, if you’re already at the top of the pay scale for what you do, further raising your rates may not be an option.

In this scenario, revenue growth can no longer be achieved simply by raising your rates. It’s safe to say you’re at the top of your game, and it’s time to coach others, build capacity, and drive incremental growth.

#3: Internal administrative work is beginning to interfere with client needs

Stop and think about your average week. What percentage of your time is spent on revenue-producing activities?

About a year ago, I analyzed my time and realized I was spending more than five hours per week on administrative tasks. For example, I attend a lot of meetings in a given week: each resulted in at least one hour of administrative work (i.e. organizing meeting minutes, to do list data entry, scheduling, and other follow-up). Every hour of admin costs me an hour of work at my full billing rate. Is it worth it? Probably not.

This is why I’ve hired a team of administrative specialists. They dial into my calls, take notes, and update my task list for me. I can now re-allocate those five hours to value-added client activities and, in many cases, feel even more organized thanks to my team.

One final suggestion

When you’re programmed to do everything yourself, bringing others on board can seem intimidating. Thanks to oDesk’s helpful client center, you can hit the ground running in no time. You may find some of the guides I’ve written to be useful as well.

Start small, establish a system that works for you, and in no time, you’ll feel even more productive than you already are.

]]>https://www.upwork.com/blog/2014/03/solopreneur-when-should-i-stop-doing-everything-myself/feed/1Web Development 101: What Are Website Templates?https://www.upwork.com/blog/2014/03/web-development-101-website-templates/
https://www.upwork.com/blog/2014/03/web-development-101-website-templates/#commentsMon, 24 Mar 2014 16:00:20 +0000https://www.odesk.com/blog/?p=32031Not everyone needs a team of web developers, programmers and graphic artists to build a website. For many people, a simple web presence is all that is needed. Using website templates can be a fast, easy way to build a website for a small business or for personal use — and there's a wide range of options available. Whether you're looking for an online business card, a portfolio to showcase your photography or design, or a blog to share your thoughts, a template can save you time and money.

Not everyone needs a team of web developers, programmers and graphic artists to build a website. For many people, a simple web presence is all that is needed.

Using website templates can be a fast, easy way to build a website for a small business or for personal use — and there’s a wide range of options available. Whether you’re looking for an online business card, a portfolio to showcase your photography or design, or a blog to share your thoughts, a template can save you time and money.

What are website templates?

A website template is basically a premade webpage — or set of webpages — that can be customized with images, videos and other style elements to create a complete website.

Often created by web developers, the template includes everything needed (i.e. HTML, CSS, and any other code required) for it to function. It simplifies the whole web development process, making it easy for people who have little or no programming experience to build their own websites.

Website templates are also used by bigger enterprises to present a large amount of content on standardized web pages. Whether for mass production or personal use, they can help shorten the time needed to go from idea to launch.

How to build a website using templates

The website design process is greatly simplified when you pair a template with a popular web template system like WordPress or Joomla. Instead of having to understand the technical aspects of web design, most of the setup is practically automated: with the click of a button you can install website templates, called “themes,” then customize them to your liking without having to write a single line of code.

There are also many plugins and apps available on the Internet that allow you to add additional functionality to your website, like improving search engine optimization (SEO), boosting your social media marketing, or strengthening the overall security of your blog.

Before you start randomly downloading great-looking web templates, it is important to note that you need more than a template to build a website: you need a place to put it.

Here’s how to get started:

Register your domain name.

Find a webhosting service. While you can also choose a different provider, you can often purchase webhosting through the same company as your domain name.

Install a content management system (CMS) like WordPress or Joomla on your webhost’s server. Many webhosts offer several CMSs to choose from, with easy DIY setup.

Find, download and install a website template. There are many templates available for free, or you can purchase one for a fee; choose the template that fits your particular needs and budget.

Using a web template can greatly simplify the process of creating a website. While you won’t have the full customizability that comes with developing a site from scratch, it’s an efficient way to get your site up-and-running quickly.

]]>https://www.upwork.com/blog/2014/03/web-development-101-website-templates/feed/1Web Development 101: Top Web Development Languages in 2014https://www.upwork.com/blog/2014/03/web-development-101-top-web-development-languages-2014/
https://www.upwork.com/blog/2014/03/web-development-101-top-web-development-languages-2014/#commentsWed, 19 Mar 2014 16:00:39 +0000https://www.odesk.com/blog/?p=31982When it comes to choosing the best web development language for your website, it's important to remember that there is no single best language. Instead, a web developer will choose the option that best suits your project, based on the specific functionality or features you want. Here is an overview of the more popular web development languages in use by the industry today.

When it comes to choosing the best web development language for your website, it’s important to remember that there is no single best language.

Instead, a web developer will choose the option that best suits your project, based on the specific functionality or features you want. Which programming languages are most likely to come up in conversation?

An earlier post in this series, “What is Web Development,” described the three parts of web development: client-side scripting, which is a program that runs in a user’s web browser; server-side scripting, which runs on the web server; and database technology,which manages all the information on the server that supports a website.

While there are a couple of basic languages in common use, other languages are used specifically for client-side scripting or server-side scripting. Here is an overview of the more popular web development languages in use by the industry today.

Basic web development languages

HTML and CSS are the two most basic web development languages, and are used to build nearly all webpages on the Internet.

HTML

HTML is the standardized markup language that structures and formats content on the web. Page elements like the titles, headings, text and links are included in the HTML document. It is one of the core technologies in use on the Internet and serves as the backbone of all webpages.

CSS

CSS (Cascading Style Sheets) is a style-sheet language that basically allows web developers to “set it and forget it.” Paired with HTML, CSS allows a programmer to define the look and format of multiple webpages at once; elements like color, layout and fonts are specified in one file that’s kept separate from the core code of the webpage.

These two languages provide the basic structure and style information used to create a static webpage — a page that looks the same to everyone who visits it. Many webpages now are dynamic webpages, which are slightly tailored to each new visitor. To create these more complex webpages, you need to add more advanced client-side and server-side scripting.

Client-side scripting

Client-side scripting — which includes HTML and CSS — is any code that runs within a web browser. This means that the web browser temporarily downloads all the files from a web server and, in turn, displays a static web page; you would be able to view these files even if you lost your Internet connection (as long as you left your web browser open). JavaScript and ActionScript are the two most commonly used client-side scripts.

JavaScript

JavaScript is the programming language that brings animation, games, apps, interactivity and other dynamic effects to life. After HTML and CSS, it’s the most ubiquitous of the client-side scripts. Some JavaScript applications can even run without connecting back to a web server, which means they’ll work in a browser with or without an Internet connection.

ActionScript

ActionScript is the language used for Adobe Flash, which is especially well suited for rich Internet applications that use Flash animation and streaming audio and video.

Whether you use ActionScript or JavaScript is a matter of personal preference, but if you want to use the popular Adobe Flash Player software to share multimedia applications, ActionScript is a must.

Server-Side Scripting

All websites need to be hosted (i.e. stored) in a database on a web server. Server-side scripting simply refers to any code that facilitates the transfer of data from that web server to a browser. It also refers to any code used to build a database or manage data on the web server itself.

Server-side scripts run on the web server, which has the power and resources to run programs that are too resource intensive to be run by a web browser. Server-side scripts are also more secure, because the source code remains on the web server rather than being temporarily stored on an individual’s computer.

PHP

Used by 75 percent of all web servers, PHP is a general-purpose server-side scripting language. The chief advantages of PHP are that it is open source, with a huge online community to support it, and that it’s compatible across multiple platforms. PHP is most often used by websites with lower traffic demands.

Java

According to a study conducted by W3Tech, Java is the server-side language of choice for large-scale websites with a high volume of traffic. Sam’s Club, Amazon and Apple App Store use Java-based web frameworks.

One potential reason for its popularity among high traffic websites is that Java frameworks outperform other language frameworks in raw speed benchmark tests. That means faster server-based web applications for large scale websites. Java Servlets, JSP and WebObjects are examples of server-side solutions that use Java.

Python

Python is a general purpose, high-level programming language that puts an emphasis on code readability; for web developers, this means they can do more with fewer lines of code than other popular languages.

Python does this through the use of a large standard library, which keeps the actual code short and simple. This library is a file that contains pre-coded functions, provided by the community, which you can download to your server and use in your own code whenever a specific task appears. Like Java, Python was designed for web servers that deal with a large amount of traffic. Shopzilla, Yahoo Maps, and the National Weather Service are examples of sites that use Python.

Ruby

Ruby is similar to Python in that it was designed to make programming more productive by emphasizing short and simple code that’s concise, consistent and flexible.

Where Ruby differs is in its language or syntax. In Python, there is only one right way to program things, and it’s efficient and fast. In Ruby, there are multiple ways to do the same thing, and some may be faster than others. Which language you use is really a matter of preference.

Ruby on Rails is a very common open-source web framework that enables web developers to create dynamic websites quickly and efficiently. Like Java, Ruby is more frequently used on web servers that deal with a large amount of traffic. Scribd, Hulu and Twitter all use Ruby.

Pick the best web development language for your needs

This is only a fraction of the web development languages used by the industry today, but they are the ones you are most likely to discuss with a web developer.

Set a clear goal and purpose for your website; the features and functionality you want will ultimately decide the best language for web development. Factors like the type of database you use, the server platform, server software, your budget and the client-side functionality you want are also important considerations in choosing the right language for your web project.

Any web development topics you’d like to learn about? Ask your questions in the comments section below, and we’ll make sure to address them!

]]>https://www.upwork.com/blog/2014/03/web-development-101-top-web-development-languages-2014/feed/10Web Development 101: What is a Web Developer?https://www.upwork.com/blog/2014/03/web-development-101-web-developer/
https://www.upwork.com/blog/2014/03/web-development-101-web-developer/#commentsWed, 12 Mar 2014 16:00:49 +0000https://www.odesk.com/blog/?p=31892If you've decided not to build your own website, you may already know that you'll need a web developer to make sure the technical side of your new website comes together smoothly. But what skills should you look for in a web developer? And do you need a web developer or a web designer — is there a difference? Here's a closer look at the specific skills and talents your web person should have, so you can identify what you’re looking for and understand what web-related skills are needed to build the best site for you or your business.

If you’ve decided not to build your own website, you may already know that you’ll need a web developer to make sure the technical side of your new website comes together smoothly.

But what skills should you look for in a web developer? And do you need a web developer or a web designer — is there a difference?

Here’s a closer look at the specific skills and talents your web person should have, so you can identify what you’re looking for and better understand what web-related skills are needed to build the best site for you or your business.

What is a web developer?

A web developer is a programmer who creates programs and applications for the World Wide Web. A web developer knows how to build a website from the bottom up: they can create custom code to accommodate your unique needs, developing everything from the site layout to features and functions on the webpage.

What does a web developer do?

Client-side scripting, which is code that executes in a web browser and determines what your customers or clients will see when they land on your website.

Server-side scripting, which is code that executes on a web server and powers the behind-the-scenes mechanics of how a website works.

Database technology, which also helps keep a website running smoothly.

A web developer is typically tasked with building a website from the ground up, using skills in one or more of these three areas.

In fact, large-scale web projects often divide these tasks among multiple web developers: one developer may focus on setting up the back end of a site while another focuses on the client side to add style and functionality to the website itself.

The advantage of building a website from the ground up is that you can create something original that fits your specific needs.

Skills to look for in a web developer

It’s easiest to look at a web developer description by splitting the skills into the three areas mentioned above: client-side languages, server-side languages and database technologies.

Client-side languages

Client-side scripting refers to the creation of web applications that execute themselves within the browser of a user’s computer, like storing user data in cookies, simple flash games, or other forms of interactive web applications. This also includes using languages like HTML, CSS or JavaScript to build the layout, look and feel of a website.

Here are some examples of client-side languages:

HTML

CSS

JavaScript

Flash

JQuery

Microsoft Silverlight

Server-side languages

Server-side scripting is a technique used by web developers to build the backend of a website.

Why is that so critical for your new site? A web browser’s storage is limited by the end user’s computer (i.e. the person using the website), so websites need to host the files and images that make the site work in a database on a web server.

Server-side scripting involves constructing the framework that allows the database on the web server to communicate with the web browser of the end user’s computer. To make it work, the developer embeds scripts in your website so that, when someone using your site takes a particular action, the server can display set images or information. Server-side code is also inherently more secure, as the person using your website has no direct access to source code, proprietary databases or data beyond what’s specifically shown to them.

The following are examples of server-side languages:

ASP.NET

C

Java

PHP

Python

Ruby

Database technologies

The final set of skills to look for in a web developer is the database technologies they are familiar with. In order to work properly, every website needs a database to store its code, images, files and other data.

These relational database management systems (RDBMS) are the most popular for web-based applications:

Oracle

Microsoft SQL Server

MySQL

IBM DB2

Apache

MongoDB

Web Designer vs. Web Developer

The line between web designer and web developer is often blurred because there is a lot of overlap.

Generally speaking, a web designer’s focus is the look and feel of a website; a web developer focuses on the technical side of things. However, a developer who does client-side programming will have a direct impact on the look, layout and feel of a website. Because of this, web designers and web developers will often both know HTML, CSS and JavaScript.

For larger-scale web projects, however, the distinction is often much more defined:

A web designer will use graphic design software like Adobe Photoshop, Illustrator and InDesign to create the logos, graphics and layout that determine the look and feel of a website.

The web developer will still have to understand the aesthetics and art direction of the web designer if they are handling client-side scripts, but they will be more concerned with functionality and features, like the shopping cart on an ecommerce website.

You need both skillsets in order to build a proper website, and often a designer may not even have to write the code. In this case, a graphic designer will create a visual representation of the website’s layout while the web developer will use code to make the layout a reality.

Still other web professionals have honed their skills in both disciplines:

For a web designer, knowing how to code can help them communicate better with the web development team.

For a web developer, understanding the art direction of a website can help them write better code.

Someone who has mastered both can make an excellent project manager, offering a perfect mix of form and function to a web project.

That’s the high-level look at what a web developer does. Next in the Web Development 101 series, we’ll look at the most common web development languages so you can have a better understanding of the options available.

]]>https://www.upwork.com/blog/2014/03/web-development-101-web-developer/feed/4Web Development 101: What is Web Development?https://www.upwork.com/blog/2014/03/web-development-101-web-development/
https://www.upwork.com/blog/2014/03/web-development-101-web-development/#commentsFri, 07 Mar 2014 14:00:55 +0000https://www.odesk.com/blog/?p=31829If you’re looking to build a website—whether you’re considering doing it yourself or hiring a web developer to do it for you—you’ve likely heard the term ‘web development’ come up very frequently. Familiarity with the concept is fine, but if you’re serious about learning how to develop a website, you should have a solid understanding of the term. So for our first post in the Web Development 101 series, we’ll start at the beginning—what is web development, anyway?

If you’re looking to build a website—whether you’re considering doing it yourself or hiring a web developer to do it for you—you’ve likely heard the term ‘web development’ come up very frequently. Familiarity with the concept is fine, but if you’re serious about learning how to develop a website, you should have a solid understanding of the term. So for our first post in the Web Development 101 series, we’ll start at the beginning—what is web development, anyway?

What is Web Development?

Web development is the process of developing websites or webpages hosted on the Internet or intranet. Think about your favorite website; whether it’s an e-commerce store, blog, social network, online video streaming service, or any other type of Internet application, it all had to be built by a web developer.

But what does that look like? The web development process can be divided into three main components: server-side coding, client-side coding and database technology.

Client-Side Coding

When you are viewing or using a website, you are known as a ‘user’ or a ‘client.’ So web applications or computer programs executed by a user’s web browser are referred to as client-side scripts. That means the program requests any files it needs to run from the web server, and then runs within the client’s web browser.

This allows a webpage to have unique and alternating content depending on a user’s input or other variables. Ajax, Flash, JavaScript, jQuery, Microsoft Silverlight, HTML5, and CSS3 are some examples of popular languages, plugins and libraries used in client-side scripting.

Server-Side Coding

In contrast to client-side scripts, server-side scripts are executed on the web server whenever a user requests a document or service. The server then produces the document, usually in the form of HTML, which can be read by the client’s browser.

The document sent to the browser may often contain client-side scripts. ASP.NET, PHP, Java, ColdFusion, Perl, Python, and Ruby are examples of languages used for server-side coding.

Database Technology

For any website to function on the Internet, it must be hosted within a database on a webserver. The database contains all the files required for a website and its applications to function. Websites typically use some form of a relational database management system (RDBMS); the leading RDBMS options are Oracle, Microsoft SQL Server, Apache, and IBM. Open-source RDBMS are also very popular, led by MySQL, PostgreSQL, and MariaDB.

And that’s it! You now have a solid understanding of the basics of web development. Next up in the Web Development 101 series, we’ll answer the logical follow-up question: what is a web developer?

Any web development topics you’d like to learn about? Let us know in the comments section below, and we’ll make sure to address them!

]]>https://www.upwork.com/blog/2014/03/web-development-101-web-development/feed/9Sue: Made a Plan, Then Took the Digital Nomad Leaphttps://www.upwork.com/blog/2014/03/sue-made-a-plan-then-took-digital-nomad-leap/
https://www.upwork.com/blog/2014/03/sue-made-a-plan-then-took-digital-nomad-leap/#commentsWed, 05 Mar 2014 14:00:01 +0000https://www.odesk.com/blog/?p=31619To realize her vision for her life, Sue Brummeler made one big decision: to quit her job, launch her first business (Online Cottage Rental), and in doing so become a Digital Nomad. Three years later, Sue and her family are thriving and enjoying spending time together. Now, Sue can work from the beach beside her Florida condo, or from the living room of a rustic cottage in Northern Ontario. Work is no longer a specific place for her.

]]>Editor’s Note: In celebration of International Women’s Day on March 8, the oDesk blog is proud to share the story of Sue Ten Brummeler, a courageous woman who quit her job to become a Digital Nomad and prioritize experiences with her family.

In 2011, Sue sat down and asked herself, “What’s driving me?” She then composed a “goals and requirements” document outlining what she wanted her future life to look like. The document listed goals such as:

To realize her vision for her life, Sue made one big decision: to quit her job, launch her first business (Online Cottage Rental), and in doing so become a Digital Nomad.

Three years later, Sue and her family are thriving and enjoying spending time together. Now, Sue can work from the beach beside her Florida condo, or from the living room of a rustic cottage in Northern Ontario. Work is no longer a specific place for her.

But the best part? Sue is getting to spend more time watching her five- and six-year-old son and daughter grow up. Her son even told her to take all the money out of his piggy bank if it would help the family travel more. If it weren’t for the flexibility of her nomadic lifestyle, “I would miss all those precious moments,” she says.

Sue has set a goal now of at least two long trips per year, along with her husband and children. Their first trip is to a peaceful cottage somewhere in Canada, booked through her own business, where they stay for at least four weeks. Sometimes, the cottage is a two-story in the midst of a thick grove of Canadian maples. Sometimes it’s a small place with a lake out back and a fishing dock. It really depends on what the family wants—they rent a different place every time.

The second trip is to Florida, where Sue’s son and daughter can play in the fine Gulf sand and she and her husband can enjoy getting a tan outside of their condo—a far cry from the chilly weather of their native Toronto, Canada.

They’re constantly planning other adventures, skiing most weekends, a trip to Mexico last spring (and another this year), a trip to Quebec and a half-dozen others in the works.

Because Sue and her husband are Digital Nomads, they can work remotely and spend longer away—making these trips rather than vacations because they’re still working. Sue’s husband works remotely as a business-to-business sales rep. Sue is now running two businesses: Online Cottage Rental is a cottage rental website specializing in Canadian properties, and Marketing YYZ is a freelance marketing consulting business. Both operate with the support of a distributed team, where her freelance team members hail from countries as diverse as Bangladesh and the Philippines. “Collaborating with people all around the world is just brilliant,” Sue says.

I don’t care how much money we make—it’s about experiences.

Sue and her husband are learning how best to structure a Digital Nomad lifestyle for those with families, and they provide some good guidance on how. They craft their schedule around family activities. Typically, on longer trips, Sue will watch the kids in the morning, work in the afternoon, then switch with her husband. Then they spend quality time together in the evening.

Before, Sue worked long hours as a director of marketing for a manufacturing company, where she says the amount of time she could take off was “insanely limited” and “the thought of not be able to take two weeks off in the spring or summer really stressed me out. Not being able to see my kids grow up stressed me out.” Says Sue, “I just wanted to spend every possible minute with my family and children.”

In going Nomad, for Sue “time was really a motivating factor. I don’t care how much money we make—it’s about experiences. I don’t need a bigger house, a fancier car or a Prada purse.”

]]>https://www.upwork.com/blog/2014/03/sue-made-a-plan-then-took-digital-nomad-leap/feed/0Looking For Web Design Ideas? Here’s Where To Starthttps://www.upwork.com/blog/2014/03/web-design-ideas-where-to-start/
https://www.upwork.com/blog/2014/03/web-design-ideas-where-to-start/#commentsWed, 05 Mar 2014 01:07:00 +0000https://www.odesk.com/blog/?p=31765You’re a web development newbie, and you’re looking to build a new website or redesign an existing one. Your first task is choosing a design direction; in particular, picking out some web design ideas either to inspire you as you learn how to build your own site, or to hand off to a web designer for guidance. That is easier said than done, though. Fortunately, we’ve compiled a list of sites where you can find some great web design inspiration, no matter your industry or budgeted web design costs.

]]>You’re a web development newbie, and you’re looking to build a new website or redesign an existing one. Your first task is choosing a design direction; in particular, picking out some web design ideas either to inspire you as you learn how to build your own site, or to hand off to a web designer for guidance.

That is easier said than done, though. The Internet is a very big place, so it can be overwhelming to try to find web design ideas that fit your style and needs. On top of that, modern web design hinges upon knowing which design trends are in vogue and which are past their prime. Where do you even start?

Fortunately, you’re in the right place. We’ve compiled a list of sites where you can find some great web design inspiration, no matter your industry or budgeted web design costs.

This comprehensive gallery of beautifully designed websites is a great place to start, and may even be the only stop you need. You can filter the gallery by industry, website types, design styles and color palettes, to see only examples that are relevant to you.

Thinking of using illustrations in your design? Wondering if you can pull off white type in your header? Look no further than Web Design Ledger, which has galleries on each of those topics (plus hundreds more). If you’re still trying to collect and refine your web design ideas, start with their general ‘Best of Web Design in 2013’ roundup.

These days, Pinterest isn’t just for recipes, household DIY projects and hairstyle ideas. It has increasingly become a gathering ground for companies and brands, which includes web design agencies. When you add in web design aficionados posting their favorite designs, you have a visual buffet of web design ideas to choose from.

Awwwards, which describes itself as “the awards that recognize the talent and effort of the best web designers, developers and agencies in the world,” is a veritable who’s-who of web design. In addition to their gallery—which, again, you can filter by type, color and industry—they have a design inspiration wall and a section where you can vote on your favorite sites.

No other summary would do Unmatched Style more justice than its own self-description: “We want to foster constructive design criticism as well as provide inspiration to our readers. We have historically been (and always will be) dedicated to acknowledging those who have made exceptionally gorgeous websites by employing web standards and good usability practices.” Browse away!

Looking for a weekly dose of web design ideas? Look no further than Line25, a web design inspiration site run by web designer Chris Spooner. Every week he puts together a beautiful ‘Sites of the Week’ roundup, which can be delivered straight to your inbox via an email subscription.

Did we miss any of your favorite sites for web design inspiration? Add them in the comments section below! Or if you’re ready to get started on designing your website, check out oDesk’s listings of freelance web designers.

]]>https://www.upwork.com/blog/2014/03/web-design-ideas-where-to-start/feed/12Witnessing Tragedy From Across the World: Typhoon Haiyan & Online Workhttps://www.upwork.com/blog/2014/03/witnessing-tragedy-across-world-typhoon-haiyan-online-work/
https://www.upwork.com/blog/2014/03/witnessing-tragedy-across-world-typhoon-haiyan-online-work/#commentsMon, 03 Mar 2014 20:00:30 +0000https://www.odesk.com/blog/?p=31708Chris Madden and the team at Chicago-based Matchnode had just started working with Patrick, a freelancer in the Philippines, when Typhoon Haiyan hit. Suddenly the distance between them shrunk. Chris and Patrick share what it was like to connect through the disaster from a world apart.

The first we heard of Typhoon Haiyan—a powerful cyclone that devastated parts of Southeast Asia in November 2013—was from Patrick, a videographer we had just hired to help us with an “explainer video” to promote our company, Matchnode.

We’d been drawn to Patrick based on his past videos, reviews from clients and strong communication during our first interactions. The quality and professionalism of his work stood out, so we weren’t concerned about our project when he informed us that a large storm was bearing down on his home in the Philippines. But we were concerned about him.

That conversation happened on a Tuesday, and he told us he would likely drop out of touch as the storm hit—which he did, when Haiyan arrived just two days later.

In the following days, we watched from Chicago as the tragedy unfolded, the distance shrunk because of our connection with Patrick. Our little video faded out of importance, replaced by our concern for Patrick, his family, and the victims of Haiyan.

We were relieved to hear from Patrick the Sunday after Haiyan struck; he was unharmed in Manila. After a few tense days, even relatives in areas that were harder hit were able to join his family in the capital.

Just a week or so later, Patrick was back at work and delivered a video that was exactly what we needed. We were happy to be able to help his family and friends recover not just by paying him for the work he did, but also by making a donation directly to him—which oDesk facilitated by waiving their fees for direct donations to Filipino freelancers in the aftermath of the storm.

We also gained an appreciation for the real value of fair pay, regardless of where people call home. Because Patrick’s rate is fair but competitive, he’s able to provide stability and quality of life for himself and his family—even in the face of such destruction—by working online for clients around the world.

In the face of Typhoon Haiyan: A letter from Patrick

Here’s what Patrick had to say about being in Manila during Haiyan, how being an oDesk freelancer affected his life during and after the storm, and how we can still help the victims.

Patrick Mabanta

I live in the capital and was very lucky that the only effects were electric and communication line disruptions. My Internet was gone for a few days. Power was going on and off. I had a few client deadlines that I missed due to this. I was very grateful that oDesk automatically sent a message to all my clients. (They do this for all ongoing contracts with workers in the Philippines, whenever we have a bad storm affecting us.)

We had a hard time communicating with our relatives due to the damage to the communication lines. It was difficult to bear because we had no clue what was going on in their region. Even the news wasn’t able to reach us for a week. Fortunately, they were fine. Their area was hit by the storm but it wasn’t as bad as [the city of] Tacloban, which was entirely devastated by strong winds, water and storm surges.

During Haiyan, I created an online fundraiser to help feed the survivors of the great storm. Fortunately, I had good-hearted clients like those at Matchnode who contributed to the drive through ad budgets and actual contributions. I was able to raise $400, which was doubled by the Canadian government to $800. It was able to feed several families for a week, which was a big help considering this is for their immediate survival.

Right now, Tacloban City is slowly rebuilding. It will take about 6-12 months to be able to get back to normal, aside from the thousands of lives lost. Fundraisers are still ongoing. For more details on updates and on how people can contribute, visit the Philippine Red Cross Facebook page: https://www.facebook.com/phredcross.

]]>https://www.upwork.com/blog/2014/03/witnessing-tragedy-across-world-typhoon-haiyan-online-work/feed/5Featuritis: How To Diagnose Your Product Nowhttps://www.upwork.com/blog/2014/03/featuritis-diagnose-product-now/
https://www.upwork.com/blog/2014/03/featuritis-diagnose-product-now/#commentsMon, 03 Mar 2014 14:00:04 +0000https://www.odesk.com/blog/?p=31674We designed the product, mapped the logic, and hired a development studio. By February of the following year, we had the prototype for Channelkit and started meeting investors. Then we got a wake-up call. We decided not to hold on to the over-complicated product we’d developed, but instead to reach out to our potential users and figure out what they actually needed. And if you are serious about the success of your startup, I recommend you do the same. Here are the steps we took over the course of several months to course-correct—which we hope can also serve as your roadmap to avoid needing course-correction in the first place.

My two co-founders and I started working on our company, Channelkit, in mid-2012. We had known each other for ages before then, having worked together on various small projects. During those projects, we found ourselves constantly discussing issues of global importance that we could jointly solve.

One of the biggest problems that all three of us struggled with on a daily basis was wasting time switching between platforms and services to fetch the links we saved or liked. The information we actually needed was not necessarily found in platforms where we spent most of our time browsing—readers were overloaded, Google displayed only what was popular, and our Facebook friends shared stuff we didn’t really need to know about (or didn’t want to know about!). We decided to develop a solution.

We designed the product, mapped the logic, and hired a development studio. By February of the following year, we had the prototype for Channelkit and started meeting investors.

Then we got a wake-up call.

We met with an experienced investor who “diagnosed” us with what we now know as Featuritis. He tried our prototype but couldn’t figure out what to do with it—it just had too many features, not all of which demonstrated obvious value. It turned out that only the three of us could understand how our product could actually help make one’s online life more structured rather than more convoluted.

This investor was not alone in his opinion; after several more meetings we started to recognize a pattern. So we decided not to hold on to the over-complicated product we’d developed, but instead to reach out to our potential users and figure out what they actually needed. And if you are serious about the success of your startup, I recommend you do the same.

Here are the steps we took over the course of several months to course-correct—which we hope can also serve as your roadmap to avoid needing course-correction in the first place.

1. Do your homework

We identified the core customer groups we were targeting and conducted as many prospect interviews as possible to better understand their needs. We asked about how people save content online (including what existing products they use or have stopped using, and why), and tried to identify what pain points still remain unsolved.

2. Revise the product accordingly

Based on the information we learned in the prospect interviews, we completely revamped the product and made sketches of the interface. This was an iterative process—we showed sketches to our test group, tested whether these were clear, sketched again, tested again, etc.

3. Get your priorities straight

After we had these sketches, we asked our future users to evaluate the importance of the many features we decided to include in the product. We printed out paper cards that explained each product feature, and asked our testers to sort them based on how badly they needed each of these features. By doing this, we understood what the very basic functionality of Channelkit should be, and what features we could leave out altogether.

4. Start fresh

We archived our first product, rolled out a new landing page, and decided to start development from scratch. We now needed a developer to bring the new Channelkit to life. We wanted someone with a flexible mindset and schedule, as there was still a very large degree of unpredictability. We found Greg on oDesk and he has been with us ever since; we employ him full time so he’s part of the team in the truest sense.

When you’re creating a prototype and constantly testing, hiring a developer through oDesk is a great solution—you don’t have to commit to a long-term engagement and can make the development work an iterative process. What’s more, you can find someone really brilliant and available, often just because that person wants the challenge of doing something new and different.

The current version of Channelkit is very simple, but users enjoy the Featuritis-free version a lot more. So don’t forget to get feedback early and often from your users to get a healthy, blossoming product!

Has your startup struggled with ‘featuritis’? Share your experience with iterative product development in the comments section below!

]]>https://www.upwork.com/blog/2014/03/featuritis-diagnose-product-now/feed/1Going Mobile: 5 Great Responsive Website Exampleshttps://www.upwork.com/blog/2014/02/5-great-responsive-website-examples/
https://www.upwork.com/blog/2014/02/5-great-responsive-website-examples/#commentsThu, 27 Feb 2014 20:10:34 +0000https://www.odesk.com/blog/?p=31654Creating a responsive website—where the design changes based on the visitor’s device, for easy viewing across a range of platforms—used to seem like extra-credit design work. But today, responsive websites are quickly becoming the norm. To help inspire your own responsive site, here are our five favorite responsive website examples from the past year.

]]>Creating a responsive website—where the design changes based on the visitor’s device, for easy viewing across a range of platforms—used to seem like extra-credit design work. But today, responsive websites are quickly becoming the norm. As people continue to use their smartphones and tablets for more and more everyday tasks, sites that require extra scrolling and resizing stick out like a sore thumb. Think about it this way—after putting so much effort into designing a beautiful layout and creating killer content, wouldn’t it be a shame to irk (and then lose) your mobile visitors before they’ve even had a chance to view your work?

To help inspire your own responsive site, here are our five favorite responsive website examples from the past year.

Squarespace is a company dedicated to website design, so it’s fitting that its own blog be a shining example of innovative online publishing. Instead of overcrowding the space, each post is presented one at a time—almost like the page of a book—and navigation between the posts is easy and seamless.

Another travel site that understands the needs of professionals on the go, Trippeo makes business travel as easy as possible with its simple mobile interface—complete with price competition transparency and real-time flight information.

It’s strange that so many airport websites suffer from less-than-intuitive designs when their main target audience—stressed travelers—is almost entirely dependent on phones or tablets. Gatwick Airport stands out from the pack, making its responsive website user-friendly on laptop browsers and, more importantly, mobile devices.

I know I can’t be the only person who shops from my phone, and 20jeans x DSTLD must know so as well, looking at its responsive website design. The denim shop’s mobile site makes it easy to browse and, most importantly, purchase their products while out and about.

Any other favorite responsive website examples? Share them in the comments section below! Or if you’re ready to get started on a responsive website of your own, check out oDesk’s listings of freelance web designers.

]]>https://www.upwork.com/blog/2014/02/5-great-responsive-website-examples/feed/7How Range Master Took Its Retail Store Onlinehttps://www.upwork.com/blog/2014/02/how-range-master-retail-store-went-e-commerce/
https://www.upwork.com/blog/2014/02/how-range-master-retail-store-went-e-commerce/#commentsWed, 26 Feb 2014 20:30:19 +0000https://www.odesk.com/blog/?p=31545In 2008, sales for tactical gear store Range Master were good, but not incredible. Located in a storefront in San Luis Obispo, CA, cash flow came almost exclusively from in-store customers—and Collin Perry wanted more. For several years, e-commerce transactions had steadily become a bigger and bigger part of the retail industry’s overall sales. As the sales and marketing director, Perry recognized that Range Master, his father’s store, was missing out on that trend. Knowing he needed expert help, he decided to enlist online talent to take his brick-and-mortar store online.

]]>In 2008, sales for tactical gear store Range Master were good, but not incredible. Located in a storefront in San Luis Obispo, CA, cash flow came almost exclusively from in-store customers—and Collin Perry wanted more.

For several years, e-commerce transactions had steadily become a bigger and bigger part of the retail industry’s overall sales. As the sales and marketing director, Perry recognized that Range Master, his father’s store, was missing out on that trend.

Although he’d just recently begun working with his dad, Perry wasn’t content to rely solely on local business. With a background in Internet marketing, his vision was to reach customers wherever they could be found.

“I sat down with my dad and told him, ‘Hey, we could change this,'” Perry explained. He told his dad that the store needed to tap into the online market so they could create an additional revenue stream. And while the existing site did have an e-commerce section, it was so poorly designed that it was generating next to nothing in sales.

As he set out to invigorate web sales, he ran into another problem: their web development and hosting company. The company that was hosting the site was awful, according to Perry. “It was very difficult to get them to make any changes and they would only give us limited administrative access to the site.”

After several months of frustration, he was fed up. He decided to “eliminate the middleman” and venture out on his own, building the site from scratch. The goal? For Range Master Tactical Gear to develop a thriving e-commerce division.

From store to screen

While Perry had some experience with website development, he knew he needed an expert to make his vision reality. At first he considered hiring a local company, but the cost was prohibitive. He began looking for other options and, when a friend told him about oDesk, Perry decided to check it out for himself.

For his first few hiring forays, he discovered there was a bit of a learning curve. “It took a while to put together a remote team,” Perry remarked. “I had to learn how to find people that could do what they said they could do.”

After some initial trial and error, he finally found the online talent he needed. “I hired a number of people who helped with the various pieces of the puzzle, including a server administrator, a web developer, a designer—even a project manager. I was able to assemble a very good core team.”

To jump-start the redesign, he first did his research. He investigated various site designs to find what worked for him and what didn’t. Perry then shared those ideas with the developer to give him an idea of what he wanted done. His online team helped contribute to the final design as well. Perry stated, “It was a collaborative effort.”

As the site’s framework and design took shape, Perry’s next task was to fill in the virtual aisles of the online store with products. “For some of the items, we had to take our own photos and write our own descriptions,” he said. “But many manufacturers provided descriptions and professional photos that we could use.”

Open for business

At the end of two months, the new and improved site was ready. It was time to drum up some traffic.

The store’s brick and mortar customers consistently visited the website already, so he focused on generating more awareness among potential new customers. He used search engine marketing techniques and pay per click (PPC) ads to get the word out. Perry says it took a combination of all the different marketing channels to achieve success.

Since that time, Internet sales have grown tremendously for the tactical gear store. “Once the new site was in place, our e-commerce sales skyrocketed,” Perry said. He credits his online team for the excellent work done and says that hiring through oDesk provided a high return on investment.

“I’m very happy with how everything turned out,” stated Perry. And what did his boss think? “My dad is very happy as well.”

]]>https://www.upwork.com/blog/2014/02/how-range-master-retail-store-went-e-commerce/feed/3How to Hire the Right Freelance Graphic Designerhttps://www.upwork.com/blog/2014/02/hire-right-freelance-graphic-designer/
https://www.upwork.com/blog/2014/02/hire-right-freelance-graphic-designer/#commentsWed, 26 Feb 2014 18:55:38 +0000https://www.odesk.com/blog/?p=31608Your company’s visual brand—its logo, website, marketing materials and overall visual presence—is what your customers or clients will mentally associate your business with. It’s often the first impression you’ll give, so it’s crucial that you make a good one! This makes hiring the right freelance graphic designer an all-important task. Making the right choice now will benefit your business and save you both time and money in the long run. Here are a few simple steps that you can follow to ensure you are choosing the perfect designer from the start.

Your company’s visual brand—its logo, website, marketing materials and overall visual presence—is what your customers or clients will mentally associate your business with. It’s often the first impression you’ll give, so it’s crucial that you make a good one!

This makes hiring the right freelance graphic designer an all-important task. Making the right choice now will benefit your business and save you both time and money in the long run.

I have had several clients come to me in desperation. They were exhausted by working with their previous freelance designer choice(s) and had nothing to show of quality. What’s worse, they had often compromised their initial budget and timeline in the process.

To help spare you this trouble, here are a few simple steps that you can follow to ensure you are choosing the perfect designer from the start.

Create a project list

First, compose a list of your specific graphic design needs so you will have something to refer to. If you need a logo, write it down. If you need social media pages designed, put that on the list as well.

When you physically write out everything you need, you can clearly articulate your different project needs to the designers you will interview. This makes it easier to see whether they can meet your needs and provide your business with the value you are looking for.

Create a list of freelance graphic designers

Research different designers and compile a list of your favorites.

You can start by asking your network if anyone knows of a good, reliable designer. You can also post a job on an online workplace such as oDesk.com or Elance.com; make sure to include your list of deliverables so appropriate freelancers can apply, and consider also searching for freelancers on the site who appear to meet your needs and inviting them to apply.

The two most important things to look for in a freelance designer are their portfolio, and feedback or testimonial references.

Look for someone with an outstanding portfolio of work samples, one that indicates they’re capable of creating a strong foundation on which you can build your visual brand.

Additionally, only connect with designers who have received excellent feedback, so you know they’re not only great at what they do but also able to provide you with a fantastic overall experience.

Determine your budget

How much should you be prepared to pay a designer? Set aside enough to invest in someone who can really bring you the quality and design style you want.

Hire an experienced designer upfront and you won’t be disappointed. Hire one or two amateur designers and you might get lucky with the work they deliver, but you may not—which will put you back at the beginning and require more time and money.

If your initial startup budget is tight, know that many fabulous designers will be open to negotiate their posted prices in exchange for consistent, ongoing work with your company.

Interview potential freelancers

Once you know your budget, begin interviewing your list of designers. Here are a few interview questions to consider:

Are you skilled in all of the areas on my project list? Can you provide some relevant work samples for me to review?

I noticed a logo you designed from your portfolio and am interested to know how you came to this design by deciphering your client’s specific project needs. Could you take me through your design process?

Do you design your logos in fully scalable vector format? (This is important for quality)

What is your current availability?

Is my timeline reasonable for our first project together?

What are your payment requirements?

Do you believe my budget is reasonable for the task?

Hire your designer

Chances are, after the interview process, you will most likely know which candidate is best for the job. If you’re unsure, hire your top choices for small test projects; this will help you see how they work, and determine which freelancer is the best fit for you.

When you’re ready to hire, make sure you clearly communicate the needs of each element of your project. If it’s a more involved project, like a logo design or website, your designer will send you a design brief full of their own questions before they begin work. Spend time answering each question so you can give them a clear picture of what you have in mind. Once your designer has everything they need to get started, let them work their magic!

By following these simple steps, you’ll be set with a designer who can give your company the professional presence it deserves.

]]>https://www.upwork.com/blog/2014/02/hire-right-freelance-graphic-designer/feed/3How High-Tech Startups Can Use Remote Developershttps://www.upwork.com/blog/2014/02/high-tech-startups-can-use-remote-developers/
https://www.upwork.com/blog/2014/02/high-tech-startups-can-use-remote-developers/#commentsTue, 25 Feb 2014 20:31:10 +0000https://www.odesk.com/blog/?p=31406Many high-tech entrepreneurs think of online staffing as a bootstrapping technique—something used only in the early days of the startup, when headcounts are low and funding is tight, to get a first prototype built. I know I used to think that way. But now, I'm convinced that online workplaces represent something much more: an essential tool in an entrepreneur's arsenal. Online staffing is akin to elastic computing or crowdfunding—it’s a resource that doesn’t just make things more efficient, but also adds a fundamental new capability to the modern company. Take our startup, Diffbot, as an example.

Many high-tech entrepreneurs think of online staffing as a bootstrapping technique—something used only in the early days of the startup, when headcounts are low and funding is tight, to get a first prototype built. Surely, as conventional wisdom goes, in-house staff need to take over the engineering reins as the company grows up.

I know I used to think that way. But now, I’m convinced that online workplaces represent something much more: an essential tool in an entrepreneur’s arsenal.

Online staffing is akin to elastic computing or crowdfunding—it’s a resource that doesn’t just make things more efficient, but also adds a fundamental new capability to the modern company.

Take our startup as an example.

Diffbot is a VC-funded startup on a mission to build a robot that can read and understand web pages. Our company’s ranks include world-class creators of artificial intelligence, natural language processing, and web search systems, and our customers include some of the world’s largest Internet companies.

Last month we were presented with a compelling challenge. Our customers reported that many of the third-party contributed software libraries they had been using to access Diffbot were broken, outdated, and unmaintained. We needed to fix all of those software libraries to ensure our customers have a tested, supported way to connect with our service.

This task would have been impossible for us to do alone; we simply didn’t have engineers within the company that knew all of the countless programming languages Diffbot can integrate with. Luckily, we thought to use oDesk for this. Not only would we patch up all the existing third-party software libraries, but we could create our own software libraries for every programming language under the sun.

In a matter of days, we ended up creating software libraries for more than 36 programming languages, and in the process, added thousands of developers to our customer base. We now have libraries for general purpose languages (like Ruby, Python, Java), systems languages (Go. C), scripting languages (Bash, Perl), and even esoteric ones (x86, FORTRAN, PROLOG).

In this visualization of the delivered code, each color is a separate programming language and each circle is an individual source code file. The size of the circle represents the number of lines of code in the file, and the edges indicate which files are in which folders. For a fully interactive version of this visualization in our original blog post, click the image above.

In this increasingly global economy, we entrepreneurs need to think not only about selling our products and services globally, but also about leveraging global talent as a key competitive advantage in building those offerings.

Want more specifics on how to do that? Read on.

Our 3 best practices for hiring (& retaining) great remote developers

1. Qualify your candidates

Just as you would interview engineering applicants for a local job, maximize your chances of project success by making sure your remote applicants fully understand the project and have the skills needed to execute on it. The difference between hiring online and hiring locally is the sheer diversity of talent available in the global pool. We had thousands of applicants for each of our 36 posted jobs.

The key to avoid being overwhelmed by the interview process is to ask screening questions that can be evaluated succinctly and that only a qualified candidate would be able to answer. We asked each applicant to write a one-liner code snippet for making an HTTP request in the specified programming language. The one-line response (a) makes it easy for us to evaluate its correctness and (b) demonstrates that they have working knowledge of the programming language and understand the basic nature of the request, while also showing us a bit of their personal coding style. Fortunately, the oDesk job submission interface makes it trivially easy to attach a screening question to all applications.

2. Write a detailed job description

The more information you can give candidates about the project, the better they can self-select as to whether they can perform the job, resulting in higher quality applications. Giving them the big picture of the product you are trying to build and what it does also helps them evaluate whether they would enjoy working on this job, which makes a huge difference in the quality of the deliverable.

It also doesn’t hurt to tell them what you are trying to do with this project, and why. In our job description, we explained why this project was important to our company. Many curious candidates checked out our website, and as a side benefit, some even signed up for our service as customers!

3. Give your workers credit

Make your remote workers feel like they are part of the extended team by acknowledging their efforts. We made a photo collage for them in our follow-up blog post to thank them and show how their work fit into the greater whole. (By the way, if you can find them on oDesk, each developer was the top person in his or her programming language and I highly recommend them!) Not only will doing so help you retain great developers, but it can also help you build your brand and attract more clients, as your remote workers can become great international evangelists for your company.

Any other tips for hiring and retaining great remote developers? Share them in the comments section below!

]]>https://www.upwork.com/blog/2014/02/high-tech-startups-can-use-remote-developers/feed/3Choosing The Best Mobile App Development Technologyhttps://www.upwork.com/blog/2014/02/choosing-best-mobile-app-development-technology/
https://www.upwork.com/blog/2014/02/choosing-best-mobile-app-development-technology/#commentsMon, 24 Feb 2014 17:00:20 +0000https://www.odesk.com/blog/?p=31481There are many different reasons to create an app: maybe you see a need for a business app, maybe you just have a great idea. In his series of posts for the oDesk blog, AppInstruct CEO Nic Wright has addressed the most common questions about getting your app off the ground. In this post, he considers some of the technology choices involved. With mobile, for example, you have to decide what type of app works best for you: native, hybrid or web.

There are many different reasons to create an app: maybe you see a need for a business app, maybe you just have a great idea. But regardless of the reason, you still have to start at the beginning. In recent posts, I’ve addressed the most common questions about getting your app off the ground:

The next step in the process is to understand a bit about the technology choices involved, so you can be more informed when you discuss the options with your mobile app developer.

What are your options when it comes to mobile app development technology? First you have to decide what type of app works best for you: native, hybrid or web.

Native mobile apps

Native mobile apps are likely what come to mind when you think of apps. A native app is one that is developed to be ‘native’ to a specific platform: Apple’s iOS, Google’s Android, Windows Phone or (decreasingly) BlackBerry OS.

The principal advantage of a native app is that it optimizes the user experience; the app will operate more quickly because it’s been designed specifically for that platform.

The principal disadvantage? If you wish to build and launch your app on more than one platform (e.g. a chat messenger) you almost need to start each one from scratch. Let’s look at each platform more closely.

If building for Apple’s iOS, your developer will need to use the Objective-C language—one of the hardest programming languages to master, even for professionals with experience. The good news is that Apple provides its developer community with very good tools. The main one, Xcode, is the tool your developer will use to create your native app.

Building for Android requires Java. Java is a more common language than Objective-C and has less of a learning curve, so it’s not as challenging to find proven developers. However, the tools available to create apps for Android—including the most popular tool, Eclipse—aren’t as good as Xcode; but a new tool called Android Studio could eventually deliver the same quality of development support as Apple’s tool.

Windows Phone, while still more popular than BlackBerry, is back in third place. However, it’s strongly supported by Microsoft and is particularly worth considering if building an enterprise app. Apps for Windows Phone are made using the C# or VB.NET languages. Microsoft’s Visual Studio is a great tool for building an app—it’s probably the most developer-friendly of the three main platforms.

Tip: If a native app is the best option for you, make sure the developer you hire has proven experience specifically in the language(s) you need, not simply experience with programming.

Hybrid mobile apps

What makes an app a hybrid? A hybrid app can be installed on a device like a native app can, but it runs via a web browser. These apps are built using a language called HTML5.

In 2012, HTML5 appeared to be the future of mobile; leading companies like Facebook, LinkedIn and Xero had jumped in and it was getting a lot of attention. The last year, however, has seen many of these companies ditch their existing HTML5 apps and start again with native apps.

The reasons for this are simple—these hybrid apps are not as fast, reliable or smooth as native apps.

Despite these challenges, the debate continues. The potential for HTML5 is certainly enormous as there’s a definite benefit in not having to build and maintain apps for separate native platforms, an endeavor that involves significantly more time and resources. Facebook, for example, employs 300 designers and developers on its iOS team and 300 on its Android team.

So when is hybrid still a good option? If your app will primarily deliver content, and if it’s important to the business outcome for the app to be cross-platform, you should still consider it.

Web apps

There are actually three types of web apps: traditional, responsive and adaptive.

Traditional web apps include any website. But what are responsive and adaptive web apps?

A responsive web app takes on a different design when it’s opened on a mobile device (i.e. phone or tablet), altering its design to suit the device it is viewed on.

A ready example of a responsive web app is the oDesk blog. Below, you can see the tablet view on the left and the mobile view on the right.

An adaptive web app, in contrast, doesn’t change its design. It will display the same design, but will adjust it to fit the different screen size of a mobile device.

The biggest benefit of web apps is that they are built using the most popular programming languages—so developer talent is readily available. However, a responsive web app has two principal drawbacks:

It can’t use any hardware on a device (i.e. an iPhone’s camera)

Its “discoverability” will be reduced because it won’t be in any app stores.

To learn more about the app creation process, AppInstruct’s online course explains the technical elements of mobile app development in greater depth.

In my next post, I’ll explore the technology and commercial factors you should consider if you need to choose between the two largest native mobile markets: Android and Apple.

]]>https://www.upwork.com/blog/2014/02/choosing-best-mobile-app-development-technology/feed/2BBQ Sauce Success: Brand Development Using oDeskhttps://www.upwork.com/blog/2014/02/bbq-sauce-success-brand-development-using-odesk/
https://www.upwork.com/blog/2014/02/bbq-sauce-success-brand-development-using-odesk/#commentsTue, 18 Feb 2014 21:55:27 +0000https://www.odesk.com/blog/?p=31328Organic food chefs Beth and Scott Granai had developed an award-winning BBQ sauce. But brand development wasn't going quite as well. This was underscored when several retail buyers wouldn’t carry the sauce because their packaging didn’t communicate the right message. All of that changed, however, when the Granais tapped into the world of online talent.

]]>Great taste paired with pure ingredients? For organic food enthusiasts Beth and Scott Granai, this combination is the holy grail of cooking. Because of family health issues, the Granais have been long-time advocates of chemical-free whole foods.

But they weren’t trying to start a business around that concept…until one fateful spring night.

Scott was experimenting with an organic BBQ sauce recipe and brought Beth some ribs he had used it on. “I was really skeptical because he said he was putting in ginger and jalapenos, and I wasn’t so sure how it would taste,” she admitted. By the third bite, however, she knew something special was going on and immediately grabbed a pen and paper. This recipe had to recorded!

Out of that experiment, the Granais realized that they had developed a special BBQ sauce, one good enough to potentially market to the masses. Beth said, “There are thousands of BBQ sauces out there. But when we looked at organic BBQ sauces, there were very few available and their flavor wasn’t that spectacular.”

When Scott lost his job some time later, they decided to take the plunge and found Outta The Park Eats.

When a good product isn’t good enough

It didn’t take long for the Granais to realize that recipe development was only a small part of the process. The couple had ample experience cooking organic, whole foods. But when it came to crafting a logo and brand identity? That’s where they ran into trouble.

Beth said, “We were a couple of technology sales people with no marketing experience and no experience in consumer packaged goods. We ended up with an initial label design that wasn’t conducive for selling a food product.”

This was underscored when several retail buyers wouldn’t carry the sauce because the packaging didn’t communicate high-end ingredients or sophisticated taste.

Knowing they needed help, the Granais tried to find a branding consultant. But with limited capital, they couldn’t locate a consultant they could afford. According to Beth, “We felt like the ability to take our brand to the next level was out of reach.”

Remote brand development

Soon after they hit this hurdle, Beth was introduced to oDesk while looking for a freelance job for herself. As she became familiar with how remote hiring worked, she wondered whether it might be an option for improving the Outta The Park brand.

One of the images they were using in their marketing materials at the time needed to be updated for a postcard. Deciding to give online work a try, Beth hired a freelancer to work on the image. She came out of the process blown away by how easy and affordable the experience had been.

“Once I was comfortable creating projects on oDesk and sourcing freelancers with the skills I needed, the floodgates opened. I wanted to do as much as I could afford and get to the challenging projects that previously I had only dreamed of accomplishing,” Beth enthused.

Knowing their logo was hampering business growth, Beth decided to take that job online as well. “I was like, ‘Okay, well, I’ll throw a little bit of money into having a graphic designer play with our logo and see what he comes back with.’ With that very first file he sent me, I realized I could do my whole label over. The designer was amazing. It was very, very exciting.”

As she began working with the graphic designer on a package redesign, Beth realized she needed some feedback. There were technical aspects of the project she didn’t know how to handle, such as color standards and badge design.

She looked for a consultant on oDesk and hired two with different but complementing expertise.

“We hired a consumer goods packaging consultant from Chicago as well as a natural goods branding consultant. Between the two of them and the graphic designer, I felt like we could knock it out.”

And they did. Based on the package redesign, Outta The Park Eats was able to land their BBQ sauce in several new locations. According to Beth, “Now we’re getting ‘yes’es where we were getting ‘no’s before because of the packaging.”

Being able to hire the best talent for the job, regardless of location, has been a huge boon to the Granais’ natural foods company.

“The projects we have done on oDesk have given our business, our brand and Outta The Park BBQ Sauce new life. The future is bright, and we owe that to oDesk and the amazing freelancers we have worked with and consider a vital part of our team,” said Beth.

Have you used online work to develop your product? Or do you have experience with brand development using oDesk? If so, share your story in the comments section below!

]]>https://www.upwork.com/blog/2014/02/bbq-sauce-success-brand-development-using-odesk/feed/7Benny: The Irish Polyglot & Digital Nomadhttps://www.upwork.com/blog/2014/02/benny-the-irish-polyglot-digital-nomad/
https://www.upwork.com/blog/2014/02/benny-the-irish-polyglot-digital-nomad/#commentsWed, 12 Feb 2014 14:00:25 +0000https://www.odesk.com/blog/?p=31299Benny Lewis, the Irish Polyglot, has charted his own incredible journey through more than 40 countries. Initially, he would work freelance translator. Suddenly, his work was completely portable. He could travel more often, anywhere he wanted, and work from the road with few limitations.

]]>Benny Lewis has lived and worked in more countries than many of us can even imagine visiting. Check out just part of his resume (in no particular order):

California: Yoga store manager

France: Electrical engineer

Spain: Photographer

Italy: Youth hostel receptionist

New York City: Math teacher

Over the past 11 years, Lewis, a Digital Nomad, has charted his own incredible journey through more than 40 countries. Sometimes he stays in each country just a few weeks, but often he stays for months. What inspires him to keep exploring? It’s simple: Lewis finds exhilarating new experiences by taking a step outside of his comfort zone everywhere he goes.

Lewis explained, “Our comfort zones are tiny. And they’re not where we learn or grow as people.”

Lewis’s journey began when he was 21 and still living in Ireland. In college, he had studied electrical engineering, a subject he was good at and enjoyed. He even planned to find a traditional job as an engineer—until he had the realization that, in spite of his success in school, he hadn’t learned many life lessons.

Most importantly, he hadn’t learned about other people or cultures—in fact, he could only speak English, even after studying German and Irish Gaelic from an early age.

So just a few weeks after graduation, Benny packed up and relocated to Spain. Even there, he didn’t have any luck picking up the language.

Until he stepped outside of his comfort zone, that is, and attempted to converse with the people around him, even with his limited vocabulary and awkward pronunciation. “Once I started trying to actually speak Spanish, I had thousands of mini successes every day. Every time I was understood, I felt fulfilled, and it was addicting. Small achievements build, and you get bigger and bigger achievements,” Lewis said.

Benny Lewis at the peak of Mount Teide, Tenerife

Since then, this philosophy of taking risks—of leaving the ultra-tiny comfort zone that’s common to most of us—has shaped Lewis’s adventures, and even his work, which he does from anywhere in the world.

For years, when Lewis settled in a new country, he would find a traditional job and stay for a few months before moving on to his next destination. But once he realized he could take his work with him via the Internet, he reinvented his lifestyle again to become a freelance translator. Suddenly, his work was completely portable. He could travel more often, anywhere he wanted, and work from the road with few limitations.

He’s since started sharing the lessons he’s learned during his adventures on his blog and in videos like this one.

Some of Lewis’s advice includes practical tidbits (click the bolded links below to hear this advice in his own words):

Be an imperfectionist. Benny goes out of his way to make mistakes every day. But, he said, “Every single failure is a stepping stone to success and a chance to learn something important.”

Lewis approaches every challenge his adventures present with these life lessons in mind. And now, thanks to his spirit of freedom, exploration and curiosity, he is known as the “Irish Polyglot” and runs his own online business, Fluent in 3 Months, which is the largest language-learning blog in the world, with over 400,000 monthly visitors. He’s even published a book by the same name to share his language-learning successes with others.

Lewis has another important lesson he’s learned throughout his adventures as a Digital Nomad: Get busy living. Said Lewis, “Spend time with others, and you can effectively live something as good as many lifetimes in one.”

We can all enjoy incredible new, rich experiences—if we just take the first step outside of our comfort zone with confidence.

]]>https://www.upwork.com/blog/2014/02/benny-the-irish-polyglot-digital-nomad/feed/2Tech Beyond London: Dom Bracher’s Startup Storyhttps://www.upwork.com/blog/2014/02/tech-beyond-london-dom-brachers-entrepreneurship-story/
https://www.upwork.com/blog/2014/02/tech-beyond-london-dom-brachers-entrepreneurship-story/#commentsMon, 10 Feb 2014 22:45:57 +0000https://www.odesk.com/blog/?p=31244Entrepreneurs aren't afraid to break away from tradition, and British freelancer-turned-business-owner Dom Bracher's early career path demonstrates just that.
Not interested in moving from his rural hometown in southwest England to London, he chose to stay put. Now he runs a thriving mobile app marketing business and, in this interview, shares his oDesk advice for freelancers and business owners.

]]>Entrepreneurs aren’t afraid to break away from tradition, and British freelancer-turned-client Dom Bracher’s early career path demonstrates just that.

Eager to begin working in his field of interest—mobile app marketing—and concerned by the rising cost of higher education, Bracher decided at age 19 to skip university and launch his own freelance career.

Given his interests, the obvious choice would have been to move from his rural hometown in south-west England to London, the UK’s technology hub. But Bracher chose to stay put. Recognizing that most jobs can be done online, he realized he could avoid London’s high rent and long commutes and still pursue his professional goals.

So Bracher gave online work a try and was able to quickly tap into the demand for mobile apps. “I signed up on oDesk, and within a week somebody sent me an email asking if I could teach them about mobile apps,” he remembered. “I’ve been working ever since.”

Entrepreneurship in Bideford, UK

Fast-forward one year, and the 20-year-old entrepreneur has helped promote nearly 50 mobile apps, growing his reputation and client base along the way.

oDesk client and freelancer Dom Bracher

As demand for Bracher’s expertise grew, he decided to transition from freelancer to business owner—becoming an oDesk client—so he could hire people to help him on projects that went beyond the scope of his own expertise.

“I wanted to start offering a more complete marketing service to my clients,” he explained. “A lot of the time, the app I was promoting needed far more than just [Apple] App Store optimization and [public relations], they needed some design tweaks and the implementation of various SDKs [software development kits].”

To find someone with the skills he needed, Bracher turned to oDesk where he found “millions of freelancers with a huge skill base at my finger tips.”

Today, he uses oDesk to hire expert freelancers to help him with illustration, video, translation and copy. With ample experience both working and hiring online, here is his top advice.

For freelancers: Curate your online social presence and oDesk profile before applying to jobs

He recommends that new freelancers “ensure that their social channels are all up to date before applying to jobs.”

Bracher also advises freelancers to be thoughtful about what they choose to include in their oDesk profile, especially their photo. “Having a smart, professional profile picture helps give you credibility,” he observed.

For clients: Hire freelancers quickly for upcoming projects when you need to, but focus on cultivating long term working relationships

When Bracher first started hiring online, he was attracted to the idea of hiring for something he needed immediately. Now an experienced client, he prefers to work on projects with freelancers with whom he has a long-term working relationship because he knows he can trust them completely.

“If you can trust your team to do their job then your management time decreases and becomes easier,” he explained.

Now hard at work leading his virtual business Kumuva, Bracher continues to enjoy the freedom and flexibility made possible by online work.

“The best part is that you can work from anywhere, at times that are convenient for you,” he said. “It allows for a flexible lifestyle, which is a privilege that few can enjoy.”

]]>https://www.upwork.com/blog/2014/02/tech-beyond-london-dom-brachers-entrepreneurship-story/feed/0Multilingual Online Marketing: Market to Europe in 10 Stepshttps://www.upwork.com/blog/2014/02/multilingual-online-marketing-market-to-europe-in-10-steps-2/
https://www.upwork.com/blog/2014/02/multilingual-online-marketing-market-to-europe-in-10-steps-2/#commentsFri, 07 Feb 2014 17:32:22 +0000https://www.odesk.com/blog/?p=31195If you've considering marketing to Europe, you're probably wondering how you can actually make it happen—on budget and on time. At online-marketer.de, we do so through oDesk, using the platform to provide service in anywhere up to nine different languages. Here’s how I recommend breaking down multilingual online marketing campaigns into digestible steps and how we use oDesk to do it.

As an international marketing consultant, I’m often tasked with making magic happen for my clients. A typical campaign ask from a client goes something like this:

Provide me with a landing page in 6 languages plus run corresponding online campaigns in all 6 of those languages. Each campaign should link to dozens of sites in the target language and the leads should go to 6 different answering services with sales representatives in 6 different countries. Your budget is a 4-digit number. Go.

The goal is having a Swedish-speaking client read his favorite Swedish news site, where he will see a banner ad in Swedish. The copy should be so compelling that he will click on it, redirecting him to a landing page in Swedish where he will call a Swedish phone number and speak to a client care representative in…you guessed it, Swedish.

The same goal exists for our Norwegian, Romanian, Dutch, and Polish clients. We’ve built a pretty standard formula at this point: Landing site → campaign → call distribution system → client care in the local language, etc.

If this sounds like what you’ve been considering or trying to do, you’re probably wondering how you can actually make it happen—on budget and on time. At online-marketers.de, we do so through oDesk, using the platform to provide service in anywhere up to nine different languages. Here’s how I recommend breaking down multilingual online marketing campaigns into digestible steps and how we use oDesk to do it.

1) Write website content, banners, and YouTube ads in English.

We start with writing the web content in English, which should be done in cooperation with the client. We hope to attract organic traffic so it’s wise to run a keyword search with an SEO consultant and make sure the text is rich in those keywords. At this phase we also write the ads for the campaign, a 15-second YouTube video script, and the text for the call center messages.

During this stage, we are creating a bond with the client and building trust, so we are usually working with the client directly instead of delegating work to oDesk freelancers.

2) Create a website wireframe.

At this stage we start creating an advanced landing page, starting with the wireframe—a scheme that details the framework of a website. This helps to move forward by giving us guidelines on what the length of text should be for each component.

To make a proper wireframe, we recruit oDesk freelancers for UI (user interface) and UX (user experience), searching for skills such as wireframing and balsamic (a wireframing software).

3) Have a native English speaker proof the text.

It’s essential to have a native English speaker proofread your text. No matter how many Seinfeld and Simpsons episodes you’ve watched or how many essays you wrote in English class, you still need a native English speaker to catch syntax or grammar errors in your copy.

The freelancers we look for at this point are those with exceptional English skills (as proven through tests), and those who have copywriting, proofreading and marketing experience listed in their profiles. It’s a bonus if the freelancer also has knowledge of SEO, to make sure the copy is optimized as well as correct.

4) Translate the website content and banners.

Translation has to be managed in a very structured and organized manner—because we can’t read or understand the translated versions, we need to know what’s supposed to be written in each piece. To that end, we make sure to name all the files in a systematic way, including the date of the document and its language in the file name.

We also hand the translators a document that has the text structured exactly as it will be structured on the landing page, so the designer and the webmaster know where to locate each piece of text later.

5) Finalize design.

Choosing the designer is probably one of the most important decisions of the project. You should spend a good one to two hours searching for designers, reviewing their portfolios and inviting them to apply to your project.

Remember, designers love clients who are decisive. Putting all the materials in the project description—including the text, wireframes and background materials—not only helps designer candidates fully understand what you are expecting, but will also enable them to send design drafts and ideas with their proposals.

6) Create a multilingual website.

Maintaining a multi-language site will be easier with a good content management system (CMS). It’s also important to consult with an SEO expert, and to implement their guidelines on optimizing the website structure for multi-language SEO.

Tip: Start creating the landing page only after you have finalized the design and the text—it makes this part of the project surprisingly easy and straightforward.

7) Create a multilingual call system IVR.

A call center software answers inbound calls and distributes them to agents. To set this up, it is helpful to consult an interactive voice response (IVR) specialist. You can find IVR freelancers by searching for the terms ‘pbx,’ ‘call center management,’ ‘VOIP’ or ‘IVR.’ You can also set up the call center directly with a hosted phone system provider such as RingCentral or Grasshopper.

8) Recording the greeting messages and YouTube ad voice-over.

After the call system is configured, you need to record greeting messages in each language. We usually recruit voice-over or voice talent freelancers on oDesk to do this, and we use this opportunity to ask the voice-over artist to give feedback on the website translation.

When we use YouTube ads we also record them with a voice-over in each language, as ads in the local language typically generate a dramatically higher click-through rate.

9) Run the campaign.

Running an online marketing campaign is a combination of number-crunching and text ad optimization. A team composed of an online marketing expert and a translator can usually run a foreign language campaign very well, at least at the beginning; when the advertising budget and campaign complexity increase and SEO is required, then you should consider adding an online marketing manager and local language strategy experts as well.

10) Nurture inbound leads.

When it comes to nurturing inbound leads from this campaign, it helps for clients to use one email system and a unified CRM system; we usually recommend Google Apps together with a free Google Apps CRM solution like Insightly or Zoho.

After that—believe it or not—your multilanguage sales and marketing operation is ready to go, and it can actually handle dozens of calls and emails per day. When they call, prospects will probably think that you are running a multinational global S&P 500 company with 300 employees…and hopefully soon it will be true!

]]>https://www.upwork.com/blog/2014/02/multilingual-online-marketing-market-to-europe-in-10-steps-2/feed/6Jay: Ex Million-Mile Commuter Turned Digital Nomadhttps://www.upwork.com/blog/2014/02/meet-jay-shapiro-digital-nomad/
https://www.upwork.com/blog/2014/02/meet-jay-shapiro-digital-nomad/#commentsTue, 04 Feb 2014 13:33:56 +0000https://www.odesk.com/blog/?p=30964In 2011, tired of recycled air, bland food, drab office interiors and too much time away from family, entrepreneur Jay Shapiro made the decision to sell his digital advertising agency and found Infinite Monkeys, a DIY mobile apps tools site—that he built as an entirely location-independent business, relying on support from a virtual team. Taking advantage of his newfound freedom to work wherever he wants, Jay and his family began touring the world. They also took their “home” with them, in the form of a custom-built “Eco-Roamer,” a 33-foot camper van fashioned entirely out of sustainable materials. Jay designed the camper to serve as both a second home and mobile headquarters for his blossoming virtual business.

]]>For most of us, commuting is a time-consuming nuisance. But for some, commuting to the office can be downright brutal.

“I used to have to fly literally a million miles a year,” says Digital Nomad Jay Shapiro, whose commute was a grueling 21-hour flight from his home in New Jersey to the headquarters of Singapore-based BLUE, a digital advertising agency he founded in 1999. With satellite offices in London, Singapore, Tokyo, China and on both U.S. coasts, Shapiro lived in a narrow seat with no leg room at 30,000 feet and ate unevenly heated meals from an airline commissary.

“I would typically spend three weeks of every month flying circles around the planet. At the height of the stupidity, in 2007, I had a house in Singapore, a house in San Mateo [CA], a leased flat in west London and a leased flat in Beijing. I’ll never do that again,” Jay says.

The travel—and the multi-day commutes to and from cities in Asia and Europe—was a necessity for Jay’s rapidly expanding business. But frequent travel also meant time spent away from his wife, Alice, and children, Maya and Kurt.

In 2011, tired of recycled air, bland food, drab office interiors and too much time away from family, Jay made the decision to sell BLUE and found Infinite Monkeys, a DIY mobile apps tools site—that he built as an entirely location-independent business, relying on support from a virtual team.

Taking advantage of his newfound freedom to work wherever he wants, Jay and his family began touring the world. They also took their “home” with them, in the form of a custom-built “Eco-Roamer,” a 33-foot camper van fashioned entirely out of sustainable materials. Jay designed the camper to serve as both a second home and mobile headquarters for his blossoming virtual business.

Jay still works more than 50 hours per week, but from anywhere he wants now—including a glacier in Alaska, stops in southeast Asia and many parts of the United States, as well as beside the lake behind a vacation home he has in Canada.

“I’ve learned that I don’t have to be tied down with a permanent staff or have to be headquartered in one location,” Jay says.

The other upside: Jay never has to worry about the commute. Instead, he’s busy scheduling the next leg of his adventure around the world.

So, how do you select the right developer—or development team—for your project?

Use your network to find someone you can trust

One of the challenges when engaging new freelancers is your lack of work history together. As relationships develop, we learn who we can rely on to be competent, reliable and professional. However, this confidence only comes with time.

While you may not know an app developer, you can often find someone within your existing network who has the skills and experience to help you review code samples and confirm whether it’s “good code”—meaning clean (uses no more code than necessary), logical and effective.

We provide this service to alumni of our AppInstruct program, connecting them with vetted and recommended developers through oDesk’s platform.

Prescreen for clear communication

While this may seem rudimentary, being able to communicate clearly is critical to any productive working relationship.

The first thing you should gauge, especially when dealing with a developer whose native tongue is not your own, is how well their language skills match your own.

Over the course of a project, there will be countless interactions and explanations necessary—on both sides. If these can’t be communicated and understood easily and succinctly, you’re unlikely to receive what you expect.

Find the right skills

Developers can learn to code using different languages, but it’s not ideal to have them do so while working on your project. The most popular mobile languages—Objective C (for Apple’s iOS), and Java (for Android)—are much harder to master than common web languages like PHP and Ruby, so look for someone who already has the specific skills you need.

Keep in mind that the front-end app you see on a mobile device may also need a web-based backend to support hosted content or push notifications. And while cloud services like Parse mean there’s no longer a need to build full-server support for your mobile app, your developer will need to be able to write code that links to the services you choose.

Assessing the right skills

Whether this is your first app or your fourth, you likely don’t know the difference between poorly or well-written code. This is where your friend, mentioned above, can help you screen candidates.

Have candidates provide samples of code they have written, using a service like GitHub or Bitbucket.Then, have your friend review the samples and confirm the code’s quality and originality. Both Apple and Google provide tools for app developers, including code for routine tasks, and we’ve had developers submit this as a sample of their own work. Such code says nothing about a developer’s skills, but a great deal about whether they deserve your trust.

Are they active in the development community?

There are open source communities, like Stack Overflow and GitHub, where developers can connect, collaborate and ask questions.

How could this impact your project? Participating in these communities gives developers access to peer review; they’re rated and rewarded by other developers for their contributions.

When you find someone who’s both active and well rated, give them more consideration—such peer recognition is a great independent sign of confidence.

Portfolio

The final part of the hiring process is assessing a developer’s prior work.

Look for a portfolio of work that demonstrates their skills. If they have created apps that are available in the app stores, take the time to download and play with those apps.

Consider:

Are the apps rated well?

Do the reviews reveal anything?

How quickly do the apps open?

Are the interactions between pages fast and smooth?

Are there any bugs, or are the apps polished?

Before reviewing the apps, ask the developer to describe the project and how they feel about the results. Allowances may need to be made, for example, if the developer wasn’t provided with the budget to add greater polish.

While these are some tips to put a bit of science behind how to hire a mobile app developer, remember the human element too. You’re entrusting the success of your idea to this person, so it’s important to also consider your own instincts about the person—your “gut feel”—not at the exclusion of the more objective tests set out above, but in conjunction with them.

In my next post, I’ll review different mobile development technologies so you can understand what it is your developer will be building for you.

]]>https://www.upwork.com/blog/2014/01/hire-mobile-app-developer/feed/1Best of Tip Tuesday: Interviews, Skills & Profileshttps://www.upwork.com/blog/2014/01/best-of-tip-tuesday-interviews-skills-profiles/
https://www.upwork.com/blog/2014/01/best-of-tip-tuesday-interviews-skills-profiles/#commentsMon, 27 Jan 2014 14:00:23 +0000https://www.odesk.com/blog/?p=30864Every other Tuesday, we ask the oDesk Facebook community for their freelance advice. Here are our featured tips for getting interviews, keeping skills sharp, and the best ways to use skill tests to build your profile.

]]>Every other Tuesday, we pose a question about freelancing to the oDesk Facebook community. These questions allow the community to share their knowledge about working and hiring on oDesk, as well as other oDesk tips on how to become better freelancers.

Here is part one of our favorite Tip Tuesday answers from November and December 2013, featuring advice for getting interviews, keeping skills sharp, and the best ways to use skill tests to build your profile.

Editor’s note: Responses edited for clarity.

Q: What are your strategies for turning a job invitation into an interview?

Reply with promptness, personality and professionalism. I like looking at the original job posting to see its visibility. Invite-only jobs give me warm fuzzies: this client has probably applied filters and then filtered through the resulting contractors. I always begin my reply with thanks. And then I respond to the job posting and any requirements the client has specified. I answer and ask questions. I confirm that I am indeed qualified for the skill set required. These not only show interest, but my understanding of the job posting. And I keep the letter short. We’re all busy bees. Concise and catchy, that’s my motto.
– Joanna Paula Cailas

Read the job instructions carefully, and comply to their requests (samples, links, etc.) Create a personalized cover letter highlighting your experience and skills needed for the job. Ask 1-2 appropriate questions — it lets your potential employer know that you are very interested in the job. DON’TS: 1. Lie, for the sake of getting employed. Your work output will surely speak for itself. 2. Make promises and sound desperate. 3. Accept an invitation that you obviously do not fit into.
– Daryl Serrano

Q: What are your tips for keeping your skills up-to-date?

Subscribe to industry blogs for the latest trends and news in your field. There are also online webinars that provide more in-depth information and training opportunities. Keeping on top of industry news can be a good way to avoid being caught flat-footed in an interview when asked about an emerging trend.
– Roland Anjo Syfu

1. Join forums and other community websites related to your field.
2. Try to help others. It’s a great way to learn new things as well!
3. Try to grow a reading habit. Read something everyday…blog, magazine or other reports.
4. Subscribe to the newsletter and RSS services of established websites.
5. Finally, practice what you have just learned.
6. Start a new portfolio project that you update whenever you learn new things.
– Saidur Rahman

Q: How many tests should a new freelancer take when building their profile?

I don’t think there’s a magic number. Rather, spend time thinking about the tests that will help support your value proposition. If you’re a book keeper, I’d expect you to score in the top 5% of a Quickbooks test. I’ll take quality over quantity. – Matt Keener

From an oDesk Recruiter’s point of view: take as many tests as you can, preferably the ones relevant to your skills and post only those with top scores, especially when you are new to oDesk and starting to build your profile. Seeing a profile with those top scores gives a client the impression that you are a smart and intelligent contractor. Hide the “below average” tests, review further and re-take when you have the time. Below average test scores are an “eyesore” to clients and recruiters. – Melanie Castillo

Ready to learn more about freelance success from real oDeskers? Visit the oDesk Facebook page every other Tuesday and check out the Tip Tuesday question!

]]>https://www.upwork.com/blog/2014/01/best-of-tip-tuesday-interviews-skills-profiles/feed/1How To Hire An Awesome Developer on oDesk: Part IIhttps://www.upwork.com/blog/2014/01/hire-awesome-developer-odesk-part-ii/
https://www.upwork.com/blog/2014/01/hire-awesome-developer-odesk-part-ii/#commentsFri, 24 Jan 2014 14:00:20 +0000https://www.odesk.com/blog/?p=30844Yesterday I shared tips 1 through 3 of how to hire an awesome developer on oDesk. But I’m not done yet! Here are the other three tips I’ve learned from my experience hiring on oDesk.

4. Validate skills during the interview

The skills listed on a freelancer’s profile are important to look at, but they are not the whole story. A freelancer may have all the skills you’re looking for listed on his or her profile, but you should still investigate, evaluate, and check reviews.

Keep in mind that, due to cultural differences between countries, freelancers might not introduce themselves or present their skills and achievements in the same way as you do. Plus, when looking at qualifications, keep in mind that some applicants are prone to exaggeration.

It really comes down to this—you have to conduct proper interviews with the applicants, as much as you would if they were visiting you at your office.

Use Skype to conduct the interview, but don’t be surprised if most of the time, freelancers use it to exchange written—instead of oral—messages. Many people are shy and introverted, especially developers.

Here is a list of typical and some less obvious questions you might want to ask the applicants:

“Do you have other current assignments?”

“How many assignments have you worked on?”

“What are your regular working hours?”

“Have you done something similar to what I need before?”

“How stable is your Internet connection?”

“What is your English level?”

“Can you work full time on my project until completion?”

“What is ambiguous or unclear in my job post?”

Some cultures are very uncomfortable with confrontation, so you have to gain some level of trust before they say to you that they did not understand something. One way to do this to give applicants a sense of your background during the interview. They can’t guess what you didn’t say, such as the country you are based in, your time zone, etc.

You should also remember to set clear expectations. If you are expecting your team members to send a daily report of their work, tell them. Emphasize the following critical point: that you expect them to ask for help if they get stuck on something, rather than just vanishing.

5. Implement a test period

Once you have conducted proper interviews, you should have a shortlist of a few candidates. I would advise testing them with a real work task they can perform in a couple of days.

Be honest with them. Tell them you are considering a few candidates and ask if they would be okay with performing a fully paid short assignment. Most of them would be happy to do so. On oDesk, create a new private job offer related to this test job, and invite only your shortlisted candidates. As a show of goodwill and to build trust, I’d suggest prepaying the test assignment in full, which should not last longer than a few days.

At the end of this process, you should have a much clearer idea of which candidate you want to hire.

6. Respect the freelancer’s listed rate

At first, you will try to locate freelancers from your home country. Soon enough, you’ll find that there are many other countries where the cost of living is lower, so highly skilled freelancers can afford to charge less. And it is tempting to run after the best possible deal.

That being said, don’t forget that you are not buying a product. You are hiring real human beings, and more often than not, they will use the money you are paying them to pay for their basic needs, such as food and housing—sometimes for their whole family. While a couple of dollars on an hourly rate is not much for you, it can make a tremendous difference for them.

Once I gave a $150 bonus to a graphic designer who did tremendous work for me—and he later told me he bought Christmas presents for the kids in his hometown thanks to the money.

So, it is normal that you look for the best possible deal; just remember that you get what you pay for, and it can create some significant rifts in goodwill right at the beginning of a contract if you try to negotiate the rate too low. At some point, a good deal is just good enough.

And don’t forget you are reviewed too by freelancers; and with better reviews, you will attract better applicants.

Ok, that’s all for today. I hope these six tips will help you get the most out of oDesk. Happy hiring!

Do you have any additional tips to share? Add them in the comments section below!

]]>https://www.upwork.com/blog/2014/01/hire-awesome-developer-odesk-part-ii/feed/5How to Hire an Awesome Developer on oDesk: Part Ihttps://www.upwork.com/blog/2014/01/how-to-hire-an-awesome-developer-on-odesk-part-1/
https://www.upwork.com/blog/2014/01/how-to-hire-an-awesome-developer-on-odesk-part-1/#commentsThu, 23 Jan 2014 14:00:52 +0000https://www.odesk.com/blog/?p=30825I've been using oDesk for almost two years now—hiring for various types of profiles and skills, from multiple locations around the world—and it's been filled with a lot of ups and a few downs. When I was new to oDesk, I didn’t really know how to properly evaluate freelancers. What's more, it's always difficult to evaluate a skill you don’t have yourself. As a result, my turnover rate was pretty high. After a lot of trial and error, I fixed my process. I can now say confidently that most of the freelancers I'm hiring are awesome, and I believe they enjoy collaborating with me. After all, hiring the right people and managing them well are skills that only become more important when hiring online. So how can you have the same result? Check out the steps below for guidance on how to hire an awesome developer on oDesk. Today I'll go through the first three tips, and stay tuned tomorrow for the next three.

I’ve been using oDesk for almost two years now—hiring for various types of profiles and skills, from multiple locations around the world—and it’s been filled with a lot of ups and a few downs.

When I was new to oDesk, I didn’t really know how to properly evaluate freelancers. What’s more, it’s always difficult to evaluate a skill you don’t have yourself. As a result, my turnover rate was pretty high.

Some freelancers quietly vanished in the middle of an assignment; others didn’t actually possess the skill set they said they had or were always behind schedule. But at the end of the day, it was all about me—how I described the project in the job post form, how I screened and evaluated profiles, and how I responded to applicants. Long story short, my screening process was broken.

After a lot of trial and error, I fixed my process. I can now say confidently that most of the freelancers I’m hiring are awesome, and I believe they enjoy collaborating with me. After all, hiring the right people and managing them well are skills that only become more important when hiring online.

So how can you have the same result? Check out the steps below for guidance on how to hire an awesome developer on oDesk. Today I’ll go through the first three tips, and stay tuned tomorrow for the next three.

1. Decide whether you need an agency or an independent freelancer

oDesk allows you to choose between hiring an agency, an independent freelancer, or a combination of the two. Agencies are teams or companies of freelancers; you have one point of contact at the agency and he or she delegates the work to freelancers from the agencies. Independent freelancers are just that—independent. You will only work with the person you hired. Both agencies and independent freelancers have their pros and cons, so I can’t really advise you to choose one over the other—it depends on your project and goals.

In general though, agencies tend to be more cautious with their reputation, so they might go the extra mile to make sure you are completely satisfied with their work. They might also have a broader skillset, so if you have a project that requires multiple skills (such as graphic design plus JavaScript, etc.), you can avoid the hassle of hiring multiple specialized freelancers. Personally, I found a lack of a one-to-one connection with agency freelancers. This lack of a personal relationship was a real con for me, so I tend to favor working with independents.

2. Write the world’s most detailed job description

If you are not familiar with technical development, your first job posting might be too vague for a developer. You just can’t be too specific here.

“I need a Windows app that will help my child with their homework”—a job posting like this one really ain’t going to work, and you will attract a lot of freelancers whose skills are totally out of the realm needed to perform the job properly.

So first, decide and describe what needs to be done. Be as specific as possible. If you have constraints, mandatory skills or particular demands—such as a delivery date—don’t forget to mention them.

This might be counterintuitive, but the best developers hate to guess what you want. They love when real specifications are available (and yes, at some point, you will have to write detailed specs, otherwise, they just can’t deliver what you were expecting).

If you are a beginner (at what you want to be developed) and lack a clear idea of what needs to be done, then your first task is finding a freelancer who can help you define your needs. You should not be hiring a developer to develop a concept that is not clear to you.

On the other hand, if what you need is advice on how to best build a page or app, put it in the job posting, stating that the first part of the assignment will be for the freelancer to define the exact specification for you. This way, freelancers will know there is a consultative aspect to the project. Some like that while others don’t, so stating that upfront will go a long way in attracting the appropriate candidates.

Additionally, try to give potential applicants a sense of the workload, how many hours per week you expect them to work (if this is a hourly assignment), how much you’ll pay, etc.

3. Include a secret word

Now that you have spent a fair amount of time on your job posting, you want to make sure the people applying to it have at least read it.

There are a fair number of less-than-strategic freelancers who seem to apply to every single listing; it can become pretty annoying. You’ll spot them easily—they usually start with “Dear Recruiting Manager” or “Dear Mrs. or Mr. Recruiter.” (Side note: I hate that! I can understand how someone on the other side of the globe may not guess my gender based on my first name, but it would be much more effective to at least write my full name to greet me.) Then they will write how great they are, how the list of skills they have is enormous, and they will also add a list of numerous similar projects they have done previously. Unfortunately, most of the time, the competencies are not the ones you are looking for.

Do these two things. Please. Trust me—you will save yourself a lot of time and hassle.

Disqualify applicants who don’t meet your criteria. That includes budget, language proficiency, or whatever other constraints you have added to your posting.

Add a secret word at the bottom of your offer along with the phrase: “Please write this secret word in the subject of your answer and as the very first word of your message—so I can make sure you are not a robot.” Disqualify ALL applicants who don’t follow this simple step.

The idea behind the secret word is two-fold. You want to make sure the answer you are receiving is not a spammy one from agencies that are just “fishing,” and you also want to make sure the freelancer is able to follow some simple instructions.

]]>https://www.upwork.com/blog/2014/01/how-to-hire-an-awesome-developer-on-odesk-part-1/feed/7How to Sell: Finding the Right Approach for Your Businesshttps://www.upwork.com/blog/2014/01/sell-finding-right-approach-business/
https://www.upwork.com/blog/2014/01/sell-finding-right-approach-business/#commentsFri, 17 Jan 2014 14:00:15 +0000https://www.odesk.com/blog/?p=30784Now more than ever, companies need to understand the nuances of how and why people buy products or services. Is an as-simple-as-possible buying process the best way to convert prospects? Or do they need a full consultation with an expert before making a decision? In his recent Linkedin column, oDesk CEO Gary Swart advises businesses to answer these fundamental questions before creating a sales plan.

]]>These days, there is no such thing as a one-size-fits-all buying cycle or consideration process. Now more than ever, companies need to understand the nuances of how and why people buy products or services. Is an as-simple-as-possible buying process the best way to convert prospects? Or do they need a full consultation with an expert before making a decision?

In his recent Linkedin column, oDesk CEO Gary Swart advises businesses to answer these fundamental questions before creating a sales plan. He also discusses the differences between implied and explicit needs, and how that should factor into your selling strategy:

“With an implied need, you are not happy, but you do not have a strong desire to change (it’s a nice to have). An explicit need, however is something you want to fix today (it’s a must have). Sales reps who jump in with features (characteristics of their product) or advantages (which tell how these features are useful) prior to uncovering explicit needs will likely annoy the potential customer and waste time.”

For the rest of Gary’s tips on how to sell, read his full LinkedIn column here!

]]>https://www.upwork.com/blog/2014/01/sell-finding-right-approach-business/feed/3Making the Leap From Freelancers to Digital Agencyhttps://www.upwork.com/blog/2014/01/making-leap-freelancers-digital-agency/
https://www.upwork.com/blog/2014/01/making-leap-freelancers-digital-agency/#commentsThu, 16 Jan 2014 14:00:32 +0000https://www.odesk.com/blog/?p=30758How can a few entrepreneurial friends—each doing their own thing—take a leap and launch a digital agency together? Making such a big change is a lot easier when you already have paying clients and a full pipeline of leads. When it came to getting Matchnode, our Chicago-based digital marketing agency, off the ground, we already had both—thanks in large part to oDesk. Learn how Matchnode evolved from an idea among friends to a viable business.

]]>How can a few entrepreneurial friends—each doing their own thing—take a leap and launch a digital agency together?

Making such a big change is a lot easier when you already have paying clients and a full pipeline of leads. When it came to getting Matchnode, our Chicago-based digital marketing agency, off the ground, we already had both—thanks in large part to oDesk.

Matchnode’s evolution from an idea among friends to a viable business followed these four phases.

Phase 1: Get your first client and help them achieve their business goals

Creating our profile on oDesk turned out to be one of those rare moments in which a couple hours of work paid off in a big way. When we added our first oDesk clients to others we’d found through existing networks, we were soon too busy to handle all the work ourselves.

How do you make your oDesk profile work for you? Here’s what we’ve learned:

Take as many oDesk tests as possible, getting high marks to prove your skills.

Make communication a priority. Actively listen to ensure you clearly understand their needs, respond quickly, and when in doubt, let them know!

Consider charging less to your first oDesk client; your priority is to start building your profile.

Phase 2: Formalize your new agency and use oDesk to build your new business pipeline

We officially launched Matchnode in August of 2013 and vowed to focus on our big-picture goal—helping as many small businesses as possible—rather than getting lost in day-to-day tasks or constantly putting out mini-fires. Easier said than done!

oDesk has helped us balance our priorities, not just contributing to our client pipeline but also allowing us to efficiently find contractors who can manage things like small design projects, posting to our Twitter account, and keeping our financial books up to date.

Save your oDesk job searches and check them twice daily for new opportunities. Responding quickly (i.e. within two hours) has had a disproportionate impact on our success rate.

Phase 3: Use freelancers to support your growing client base

Beyond building our business, we also wanted to create jobs and develop people—whether they were working with us in Chicago or as a virtual teammate. As our workload expanded, it became clear that finding people who are a good fit is extremely important.

We’ve had a lot of success following oDesk’s test hiring practice; the unexpected benefit isn’t just that we quickly see which freelancers are a good match, but that we’ve been able to develop a profile to help us improve the screening process for future hires.

How can you build a better profile for your own team?

Expose your business to multiple freelancers by hiring them for short-term jobs, to increase the chances of finding a great long-term fit. This will help you add a great variety of freelancers to your network, but you can also note which features mark a successful hire.

Building on that experience, create a list of characteristics that you value within your team. Make these general; for example, we’ve founding hiring for attitude and lifestyle works well for us. If you hire the right people, you can train for specific skills.

Phase 4: Learn and cycle

Our business continues to grow, and oDesk has allowed us to scale our capacity at the same time. We continue to question all our assumptions and learn more about our craft every day—something our contractors are also part of.

For example, our existing team is highly knowledgeable about Google AdWords, a nuanced and robust platform that changes regularly. When we hired Harshal, an Indian freelancer, to analyze and expand a client’s AdWords account, we had a “hockey stick” learning moment: He taught us many things we hadn’t tried, deepening our knowledge and providing insights that we now apply to other clients.

Running a digital agency is an ongoing learning experience, one that will evolve as we continue to grow our client base, expand our team, and adjust to the always-changing marketplace. oDesk will continue to be a big part of that success because of its practicality, cost-effective hiring, and opportunities for human development.

What are your strategies for using oDesk to grow your business? Share them in the comments section below!

]]>https://www.upwork.com/blog/2014/01/making-leap-freelancers-digital-agency/feed/6The Online Work Revolution: Are You Ready?https://www.upwork.com/blog/2014/01/online-work-revolution-ready/
https://www.upwork.com/blog/2014/01/online-work-revolution-ready/#commentsThu, 09 Jan 2014 14:00:52 +0000https://www.odesk.com/blog/?p=30704A rapidly growing number of businesses are turning to online work, where they can hire the best talent for any project—efficiently building and managing teams that span the US and even the globe. Whether you’re in engineering, sales, marketing, operations, or customer support, many of your peers and competitors are already leveraging online work. To make sure you stay ahead of the curve, check out oDesk's new white paper, "The Online Work Revolution," which is full of practical examples about creating and managing a remote workforce. It invites you to take inventory of your existing efforts to see if any of the "types of work being done online" apply to your company, in which case you could see significant benefits from trying online work. You can also read about how leading companies reap the benefits of online work, and learn how to implement online work at your company.

]]>It’s estimated that the world’s mobile worker population will reach 1.3 billion people this year, representing 37.2% of the total workforce. Combine that with the 66% of multinational companies reporting that “talent shortages are likely to affect their bottom line in the next 5 years,” and it’s no wonder that leading businesses are looking into new work and staffing models.

This shift is accelerated by the ever-growing availability of online collaboration tools, with services like GitHub, Dropbox, Google Drive and Evernote allowing people to collaborate anytime, anywhere. Companies are finding efficiencies that didn’t even exist as recently as two years ago—forcing them to ask themselves why their employees spend 2 hours commuting each day, or why they expend so many resources managing facilities in multiple cities.

As a result, a rapidly growing number of businesses are turning to online work, where they can hire the best talent for any project—efficiently building and managing teams that span the US and even the globe. Companies needing to staff larger teams—often for content creation, content moderation, data augmentation, or customer support—can also gain a competitive advantage by being able to ramp up and ramp down quickly.

Whether you’re in engineering, sales, marketing, operations, or customer support, many of your peers and competitors are already leveraging online work to stay ahead of the crowd. To make sure you capitalize on this shift, check out oDesk’s new white paper, “The Online Work Revolution,” which is full of practical examples about creating and managing a remote workforce. It invites you to take inventory of your existing efforts to see if any of the “types of work being done online” apply to your company, in which case you could see significant benefits from trying online work. You can also read about how leading companies reap the benefits of online work, and learn how to implement online work at your company.

Click here to learn more about “The Online Work Revolution” and to download the white paper!

]]>https://www.upwork.com/blog/2014/01/online-work-revolution-ready/feed/3Book Review – “Remote: Office Not Required”https://www.upwork.com/blog/2014/01/book-review-remote-office-required/
https://www.upwork.com/blog/2014/01/book-review-remote-office-required/#commentsTue, 07 Jan 2014 17:00:17 +0000https://www.odesk.com/blog/?p=30405Jason Fried and David Heinemeier Hansson's recent book "Remote: Office Not Required" delves into some of the underlying philosophies about remote work that shape the culture of their company, 37Signals. More of a collection of loosely connected, blog-like articles than a definitive management tome, the book largely covers content that will be familiar territory for this blog’s readership. That being said, the authors speak from hard-won experience and there are plenty of practical takeaways that make the book worth a read for even seasoned remote workers and managers.

]]>At first glance, you wouldn’t peg 37signals as a multi-million dollar company. And for good reason: it just doesn’t fit the bill. The Chicago-based company avoids venture capital, deliberately keeps headcount low and gives employees amazing amounts of flexibility.

In spite of eschewing traditional wisdom (or perhaps because of it), partners Jason Fried and David Heinemeier Hansson have built both a successful business and a corresponding reputation as true workplace innovators.

Their recent book, “Remote: Office Not Required,” delves into some of the underlying philosophies about remote work that shape the culture of 37Signals. The authors speak from hard-won experience—and it shows. There are plenty of practical takeaways that make the book worth a read for even seasoned remote workers and managers.

The productivity sweet spot

To avoid the phone calls and meetings that often litter an in-office schedule, the authors contend that working remotely is necessary to allow people to work in the “zone” for long stretches of focused, productive time.

This “zone” is where meaningful and creative work is accomplished. In this assertion is the authors’ chief argument: companies that implement “freedom to work” strategies (which include a flexible schedule and/or location) give employees the elbow room to perform their jobs, and managers the full power of their workforce’s potential.

But before diving too deeply into the benefits of remote work, the authors are quick to make a point that is repeated throughout the book: using remote workers is not about cost savings. It’s about increased productivity, access to better talent and improved quality of life.

“That it may end up reducing costs spent on offices and result in fewer-but-more-productive workers is the gravy, not the turkey,” they reiterate.

Reinventing work

Because Fried and Hansson believe that happy employees are loyal employees, they strongly urge companies to make quality of life a priority. They advocate applying this principle in several different ways.

First, give employees meaningful, engaging projects. It’s a lot easier for people to give 100 percent when they care about what they’re doing.

Second, recognize that “office hours” is a flexible term. Yes, certain employees need to keep regular hours. But not everyone has to be bound to that same schedule. The goal is to “let people work the way they prefer…and judge on what—not when—work is completed.”

Finally, set an expectation for “reasonable office hours.” This isn’t to make sure people work enough; on the contrary, it’s to set boundaries so that they don’t work too much. When the line between home and office is blurred, there’s a very real danger that employees will let project-related demands take over their life. Encourage them to do what the authors call “a good day’s work,” then call it quits.

The brave new management world

Many managers have struggled with how to adapt traditional managerial practices to successfully supervise remote workers. It’s here that “Remote” offers some the book’s most useful advice.

Trust is essential: As Fried and Hansson point out, employees that want to waste company time are going to do so whether they’re in the office with you or not. That’s why it’s so important to hire people you trust, whose work ethic is unimpeachable. If you can’t trust your workers to perform without supervision, you’ll become a babysitter, not a manager.

Building culture: A strong remote work culture isn’t comprised of random social events. Instead, it is built as employees see that what is practiced matches what is preached. When the majority of your staff works remotely, you’re forced to clearly define what’s important to the company and live it out in everyday operations.

Security procedures: Keeping employees in the office won’t make things more secure. In fact, with today’s technology, remote work security is no longer much of an issue. The key is to implement effective safeguards and common sense procedures—then make sure they’re followed religiously.

Collaboration: Hansson and Fried point out that for virtual collaboration to work, everyone needs to regularly connect in real time with their teammates. “Working remotely, if it is to be successful, usually requires some [schedule] overlap,” they write. For 37signals, they’ve found that the best formula is four hours of schedule overlap each day.

There’s too much great content in “Remote” to cover here. So help us out! If you’ve read the book, share your review in the comments section below.

How do you build a mobile app? This is the very question I myself had 13 months ago. I answered the question by hiring the relevant domain experts, and in the process created AppInstruct’s Online Course — designed to teach how to make an app to all of us who have an app idea.

This post begins a series here on the oDesk blog, where we’ll explore both the technology and business aspects of app making — either as a start-up, as a hobby to create additional income, or to promote an existing business.

The great thing about the oDesk platform is that it provides a remote network with all the design and programming expertise you need, allowing you to manage the process part time from home. This enables you to validate your idea, whilst remaining secure in your day job.

So where to start? Well, the first question you should ask yourself is:

Should I learn to code?

It is an often-overlooked fact that the programming languages used to build native Apple and Android apps — Objective-C and Java, respectively — are two of the hardest to learn.

This means that for anyone starting out without prior coding experience, the quickest route to market is going to be contracting out the programming. If you have no prior coding experience, you can expect it to take you more than six months of full-time study to become competent with Objective-C or Java. To develop real expertise, you can expect it to take 18 months.

For those with prior coding expertise in the popular web languages — such as PHP, Ruby or C# — learning Objective-C or Java would be easier, but there will still be three to six months of committed study before you become proficient enough to make reliable mobile apps.

It should also be remembered that programming requires a logical and mathematical mind; hackers become hackers because their innate abilities and interests predispose them to start coding at 13, much like elite athletes and novelists. It’s not for everyone.

But for those with the time, there are several good online resources that will help you learn to code. For absolute beginners, there’s Codecademy (which just released an on-the-go “Hour of Code” iPhone app). For the more advanced, Team Treehouse and Pluralsight are good options. If you want to learn the broader technical and business skills required, AppInstruct complements and provides an alternative to these app programing resources, with topics including user experience and user interface design, project and product management, and how to recruit and manage a development team.

It’s not just about the code

The small screens of mobile devices make user interface design more critical than on the web. Users’ fickle engagement make user experience design arguably the single most important factor in determining whether your idea will become a successful app. Indeed, it’s more significant than being able to program well, which is a given.

Along with the technical aspect, there’s also the business aspects associated with launching any new venture — be it a start-up or a side business — such as validating a customer need, drafting a business model that addresses monetization, and finding the legal and marketing skills required to protect and promote the intellectual property you create. Marketing the app is one of the most important aspects in any launch, given that both the App Store and Google Play each contain about one million apps.

While that sounds like a lot to compete against, it’s worth remembering that the market is increasingly global — meaning the potential customer base is counted in billions. As smartphones become more pervasive, penetrating developing economies such as China and India, the opportunities only continue to grow. Indeed, Gartner has forecast the value of the mobile economy as tripling over the next 3 years, to $74.5 billion.

So with a coding course taking many months and not all of us blessed with the mathematical and logic skills required of the best developers, in our next post we’ll explore how much it costs to hire a developer in our next post.

]]>https://www.upwork.com/blog/2014/01/app-making-101-hire-developer-or-learn-to-code/feed/1We Hear You: A Letter to Freelancers About Yesterday’s Newshttps://www.upwork.com/blog/2013/12/hear-letter-freelancers-yesterdays-news/
https://www.upwork.com/blog/2013/12/hear-letter-freelancers-yesterdays-news/#commentsFri, 20 Dec 2013 00:54:32 +0000https://www.odesk.com/blog/?p=30559After announcing our exciting plan to merge our company with Elance, I was overwhelmed and humbled by thousands of emails. A number of you asked about potential changes to oDesk. Let me be clear: oDesk is constantly evolving and innovating to empower our customers—both our freelancers and our clients. Three freelancer worries from your emails stood out to me and I want to address them immediately so you don’t need to be concerned.

]]>Yesterday, after announcing our exciting plan to merge our company with Elance, I was overwhelmed and humbled by thousands of emails. Many expressed support and congratulations for this new chapter, and I found myself reading them into the early hours of the morning.

Among your notes I received thoughtful suggestions, as well as your likes, dislikes and other comments. We plan to synthesize and reflect on these ideas and talk about them next year in another blog post.

A number of you asked about potential changes to oDesk. Let me be clear: oDesk is constantly evolving and innovating to empower our customers—both our freelancers and our clients. Examples of innovations we’re already working on include improved support services for freelancers, and enhanced user profiles through even better testing and certification.

But for the moment, three freelancer worries from your emails stood out to me and I want to address them immediately so you don’t need to be concerned.

#1: I like using oDesk, and I’m worried it will go away.Brandon, an oBlog commenter, made a wonderful analogy as to how the merger will work: just as Apple owns both iPhone and iMac, oDesk and Elance will remain separate platforms under a larger umbrella company. That means if you’re an oDesk user, you can continue using the oDesk website. Of course, Elance users can also continue using the Elance website.

We recognize that you’ve worked very hard to build up your hours, feedback, work history and other elements of your oDesk profile. It’s important to preserve your online reputation on oDesk, and you will.

#2: I’m worried oDesk will adopt membership fees or other aspects of the Elance pricing structure.Don’t worry! oDesk does not plan fee increases or membership fees based on the merger.

#3: I’m worried there will be more freelancers, making it more difficult to find work.This is a misperception. We believe the merger will help us make greater investments in marketing, among other things. We plan to use these resources to attract more clients who, in turn, will create more jobs and thus more selection.

Rest assured, even when the merger closing becomes official, we’ll remain first and foremost committed to you, our customers.

Thank you for sharing your thoughts, concerns and suggestions with me and please keep the ideas coming. The next chapter is all about creating more opportunities for you.

]]>https://www.upwork.com/blog/2013/12/hear-letter-freelancers-yesterdays-news/feed/21Some Big News: oDesk To Merge With Elancehttps://www.upwork.com/blog/2013/12/odeskelancemerge/
https://www.upwork.com/blog/2013/12/odeskelancemerge/#commentsWed, 18 Dec 2013 18:18:33 +0000https://www.odesk.com/blog/?p=30549We’re excited! Today we announced that we’ve signed an agreement to merge with Elance.

]]>We’re excited! Today we’re announcing that we’ve signed an agreement to merge with Elance.

First things first: we’ll continue to serve you on odesk.com, and Elance customers will continue to work on elance.com. In other words, oDesk and Elance will operate separately and as usual, even after the merger is complete.

Why, then, are we putting the two companies together?

The answer is pretty simple: we think we can do a better job this way. We are both inspired by a similar vision: to deliver online work experiences that create freedom and boundless opportunity for clients and freelancers everywhere.

The merger has not yet closed, but here are the kinds of things you can look forward to:

● Significant technology investments. This includes tools for more successful hiring, seamless online collaboration, better mobile support and freelancer skills development.
● Higher quality results. With our combined expertise in engineering and data science, you will enjoy a host of quality improvements, such as superior job and freelancer recommendations over time.
● Participation in how we evolve. Please join us in crafting the future together. Email me personally at garyeswart@odesk.com. Tell me your likes, dislikes, suggestions and comments about oDesk — and about Elance if you’ve tried it too. We’ll reflect feedback in future innovations and share back what you’ve taught us in an upcoming blog post.

I also have a personal announcement. I’ve decided that after the merger closes I will step aside and hand the reins of the merged company to Fabio Rosati, Elance’s CEO. I will remain involved as a strategic advisor. We have been spirited business rivals over the years, but I have always respected Fabio. I could not possibly imagine a more dedicated and capable CEO to oversee the merged company. oDesk executive chairman Thomas Layton will also be a leader of the new combined company, continuing his same role.

We’ve prepared a Q&A in case you have more questions. Please note that the closing of the merger, expected to occur in Q1 2014, is subject to the satisfaction of certain closing conditions (including regulatory review and approval). In the meantime, I am so proud of what our community has accomplished and excited to reach new heights by teaming with Elance. You have my promise that we will work harder than ever to make sure that YOU, our customers, partners, team members and friends truly love the way you work!

]]>Why did oDesk and Elance decide to merge?
Both companies are leading innovators driving the adoption of online work. Combined, we will have the resources to invest in products and services that serve customers better.

Accelerated growth and scale. The overall global demand for staffing is enormous and is transitioning online. Combined, the companies will be able to help accelerate this transition.

What is the vision for the new combined company?Just as Amazon reinvented retail, and Apple iTunes transformed the music industry, together oDesk and Elance will revolutionize the way we work. This merger will create unprecedented freedom for people to find job opportunities regardless of their location, and will allow businesses of all sizes to more easily access the best available talent.

What does this mean for current clients and freelancers on oDesk and Elance?Both odesk.com and elance.com will for now continue to operate as separate, independent services. Your accounts and profile records will not be impacted.

For clients, you will still be able to hire, manage and pay exactly as you have in the past.

For freelancers, your profile and work history and other aspects of your online reputation will not be affected.

After the merger closes, expect accelerated product and quality innovations that help both oDesk and Elance serve you better.

How are you evolving the two platforms so they become more differentiated?
We are inviting feedback from customers on both odesk.com and elance.com, and will be actively incorporating this feedback into differentiating innovations on the platforms moving forward.

Will there be more competition for good jobs among freelancers as a result of this merger?
As both odesk.com and elance.com will continue to operate as separate, distinct online work marketplaces for now, we don’t anticipate any changes in freelancer competition due to the merger. Our goal is to increase the number of jobs available for freelancers as we attract more businesses to hire online.

How much work is happening on oDesk and Elance?Freelancers will earn about $750 million on the two sites in 2013.

How does this company fit into the overall market for hiring and staffing?Global staffing is a $422 billion market (according to Staffing Industry Analysts) that we believe is ripe for reinvention. Online work, any type of work that can be done via the Internet, is an emerging sector within it that SIA predicts will reach $5 billion by 2018.

Who will lead the new company?
oDesk executive chairman Thomas Layton will continue in the same role at the combined company, and Elance CEO Fabio Rosati will serve as chief executive officer.

What will the new combined company be called?As the merger is not yet complete, it’s too early to say. The name will be announced after the deal closes.

Will any of the features I’m used to go away?We update our platforms on a regular basis and will continue to do so, but clients will still be able to hire, manage and pay as they have in the past, and freelancers’ profile, work history, etc. will not be affected. Login information will remain the same.

Will there be any change in fees or membership structures?None are planned.

What’s the timeline for concluding the deal?The closing of the merger is subject to regulatory approval and other closing conditions, and is expected to occur in the next four months.

]]>https://www.upwork.com/blog/2013/12/mergerfaq/feed/1How Freelancers Can Help You Celebrate More & Stress Lesshttps://www.upwork.com/blog/2013/12/freelancers-can-help-celebrate-stress-less/
https://www.upwork.com/blog/2013/12/freelancers-can-help-celebrate-stress-less/#commentsTue, 17 Dec 2013 15:00:28 +0000https://www.odesk.com/blog/?p=30525With holidays and the end of the year looming, many business owners are burning the midnight oil—not just at work, but also with personal commitments to family and friends. Bringing freelance help on board gives you an extra pair of hands to help power through your to-do list. Here are 10 ways freelancers can help you manage the holidays and go full steam ahead into 2014.

]]>With holidays and the end of the year looming, many business owners are burning the midnight oil—not just at work, but also with personal commitments to family and friends.

Bringing freelance help on board gives you an extra pair of hands to help power through your to-do list. Here are 10 ways freelancers can help you manage the holidays and go full steam ahead into 2014.

2. Prep your website for the holidays

If you expect a rush of web traffic over the next few weeks, get your website ready: you can find a web designer to review your site and recommend steps that will make your site more user-friendly—and more conversion-friendly—today.

3. Send deals to delighted customers

One way to get an end-of-year boost in sales is to offer your fans a deal or discount. Wondering the best way to approach it? Connect with an email marketing specialist who can design a promotion that will get attention and attract sales.

4. Thank clients with a custom holiday card

E-cards are a cost-effective way to connect with customers during the holidays and thank them for their business. If you’re short on time and know-how, a graphic designer can help you create a custom card that will look great and won’t get distorted when it loads in someone’s inbox.

5. Have a bookkeeper prep your tax information

From bookkeeping records to forms you need to distribute to staff or contractors, compiling your records is necessary—and time-consuming, especially if you’ve been too busy to stay up to date during the year. Save yourself the stress and hire a bookkeeper who already knows what they’re doing to prep everything you need for your accountant and the taxman.

Launch into 2014

6. Turn mobile app dreams into reality

If you’re wondering whether an Android or iOS app is the right step for your business, you don’t have to muddle through the process alone. A mobile app developer can help you decide what functionality is appropriate for your needs, then create it for you.

7. Boost Facebook likes

Keeping up with the changes to Facebook marketing can be a job in itself. Luckily, there are social media specialists who have the knowledge and expertise to do it for you! They can help you come up with—and carry out—a new marketing strategy to maximize your imprint on the Facebook community.

8. Improve your website’s search engine rank

There’s one constant when it comes to search engine optimization (SEO): you need to have good, relevant content on your website to rank well in search results. Writing and researching both topics and trends takes time, but an experienced content writer can help you build a solid library of information.

9. Refresh your website

It’s easy to put off a website redesign, but if your website isn’t equipped to support your big plans for 2014, this is a good time to start thinking about a redesign. An experienced web developer can help create a site that will bring you closer to your marketing and conversion goals.

10. Improve your customer service

Your customers expect a timely response when they reach out with questions, comments or problems. Whether you need ongoing help or just a boost to keep up with seasonal demand, a skilled support representative can field requests, respond to questions, and follow up when needed.

How to hire a freelancer

If you haven’t hired a freelancer before, or aren’t sure the best way to do so via oDesk, our Client Resource Center has all the information you need to build your remote team today and on an ongoing basis.

]]>https://www.upwork.com/blog/2013/12/freelancers-can-help-celebrate-stress-less/feed/0Looking For a Client Holiday Gift? Try This First.https://www.upwork.com/blog/2013/12/looking-client-holiday-gift-try-first/
https://www.upwork.com/blog/2013/12/looking-client-holiday-gift-try-first/#commentsMon, 16 Dec 2013 19:00:43 +0000https://www.odesk.com/blog/?p=30509It’s the most wonderful time of the year… unless you’ve been tasked with finding a suitable holiday gift for your company’s high-priority clients. oDesk VP Matt Cooper recommends forgoing a physical gift and instead treating clients to a meal. In his recent column for Inc., he explains that a holiday lunch will not only help strengthen the trust between you and your customers, but it will also give you a chance to hear first-hand opinions from your most valued clients.

]]>It’s the most wonderful time of the year… unless you’ve been tasked with finding a suitable holiday gift for your company’s high-priority clients. Get something too generic and they will barely register the effort, or go out on a limb and you risk offending someone; spend too little and the gesture will look insincere, or spend too much and you’ll make your customers wary of ulterior motives.

To avoid all these pitfalls, oDesk VP Matt Cooper recommends forgoing a physical gift and instead treating clients to a meal. In his recent column for Inc., he explains that a holiday lunch will not only help strengthen the trust between you and your customers, but it will also give you a chance to hear first-hand opinions from your most valued clients:

“Taking your clients out to a meal gives you an opportunity to get to know them through dynamic conversation. You can learn what makes them tick and get valuable feedback to put toward your business. Perhaps there’s a pain point you’ve yet to address or a feature they wish you’d roll out. Use this time to get in their head—but don’t forget to be yourself.”

]]>https://www.upwork.com/blog/2013/12/looking-client-holiday-gift-try-first/feed/0Discovering the Truth Using Team Culture Surveyshttps://www.upwork.com/blog/2013/12/discovering-truth-using-team-culture-surveys/
https://www.upwork.com/blog/2013/12/discovering-truth-using-team-culture-surveys/#commentsThu, 12 Dec 2013 22:15:49 +0000https://www.odesk.com/blog/?p=30488Any manager worth their salt understands that they must create a work environment that empowers their employees to succeed.The more puzzling question, however, is how to best measure something as abstract as that organizational environment. In this LinkedIn column, oDesk CEO Gary Swart discusses how a mostly anonymous team culture survey is one of the best way to gauge employee satisfaction and ability to be effective.

]]>Any manager worth their salt understands that they must create a work environment that empowers their employees to succeed (our own oDesk CEO has written some advice on that very topic). The more puzzling question, however, is how to best measure something as abstract as that organizational environment.

In this LinkedIn column, oDesk CEO Gary Swart discusses how a mostly anonymous team culture survey is one of the best way to gauge employee satisfaction and ability to be effective. Additionally, culture surveys with a consistent scale (e.g., a 1 to 5 rating) allow you to measure progress (or lack thereof) across time, as well as track which departments are doing poorly in specific areas. He shares oDesk’s own survey, explaining the rationale behind each question. For example, regarding the question ‘oDesk fosters a culture of transparency and honest communication,’ he writes:

“Each team has a different level of honest communication. It’s a manager’s responsibility to lead by example on this front, by being transparent in what’s happening, how progress is tracking, and how any developments will impact employees. Companies vary widely on this ability, and I’m extremely proud of the environment we’ve established at oDesk because we typically perform very well here. As a leader, your perception that open communication is happening may not be reality, so it’s very important to measure this one.”

]]>There is no silver bullet for job satisfaction — it varies wildly depending on everything from age and educational background to introversion/extroversion and ambition. Despite these individual differences, oDesk CEO Gary Swart believes there are four fairly universal keys to happiness in one’s job: 1) impact, 2) growth and development, 3) financial reward, and 4) work-life balance.

In his recent column for LinkedIn, Gary explains how all four features combine to create a positive work experience. He argues that workers—and managers—should be proactively evaluating these aspects at every turn, writing:

“The importance and weighting of each of these things varies for each individual, and can change over a person’s career. As a result, assess where you’re at on each of the four dimensions regularly (and managers, assess how each of your team members are doing as well).”

To go more in depth about each dimension, read the rest of Gary’s article here!

]]>https://www.upwork.com/blog/2013/12/happiness-formula-4-keys-job-satisfaction/feed/0How I Built a Global Team To Accelerate My Startuphttps://www.upwork.com/blog/2013/12/built-a-global-team-to-accelerate-startup-and-you-can-too/
https://www.upwork.com/blog/2013/12/built-a-global-team-to-accelerate-startup-and-you-can-too/#commentsThu, 05 Dec 2013 14:00:21 +0000https://www.odesk.com/blog/?p=30364Daniel Ishikawa founded Furniture Leasing Corporation from home 3 years ago, with just himself and an idea. Now he operates in 4 countries, thanks to his team of oDesk freelancers. Here he tells his story of getting started with oDesk, and shares the advice he's learned along the way about building and managing a global team.

I founded my furniture rental company just three years ago, from my home, after I unexpectedly had to quit my job in finance. Since then, Furniture Leasing Corporation has grown to fill three warehouses, serving not only Germany, but also Switzerland, Austria and Western France.

And oDesk has been an integral part of it.

Turning back the clock three years, I had never started a business. I knew nothing about website programming. I didn’t have a single piece of furniture to rent out, and I had no prior experience in furniture other than sitting and sleeping on it. And if someone had asked me, I would have guessed oDesk was itself a piece of furniture, maybe something fancy.

When I first began, I relied heavily on friends and family to help out. But at one point, I ran out of people who were willing to “lend a hand” and I had to resort to hiring professionals who, while just as friendly and helpful as those who had volunteered their aid, would want cold hard cash in return for their services. But where to start?

A close friend running a website devoted to short-term apartment rentals had a good experience with oDesk so I figured, why not give it a try? Of course, with each new project, I learned how to make better use of oDesk and how to work more efficiently with the global team of freelancers available there. I’d like to share this experience with you.

My Very First Project: A Website

First, we needed an elaborate website (www.FurnitureLeasing.net). I was looking for something that would allow clients to browse a virtual warehouse of our rental furniture, choose the pieces they liked, arrange for a timely delivery to addresses in any of four countries—and hopefully pay us, too! Luckily, oDesk enabled us to find Vasyl from Ukraine, a superb freelancer we continue to work with to date.

My advice:

1. Clearly communicate your expectations.

2. Feedback is key. Look carefully, not only at someone’s star rating, but also their most recent reviews to get a broad understanding of their strengths and weaknesses.

3. Make sure you interview people before hiring them, just like you would in the “real world”— preferably by Skype or Google Hangout, not just by email.

Ready to Get Noticed: SEO

With a great website ready to go, we needed to be noticed. Everybody seems to talk about how important search engine optimization is to being discovered on the world wide web— especially for businesses like ours that offer niche services. Through oDesk we found Sergey from Tomsk, Russia—not too far from the Kazakh border—who helped us break down the difficult-to-understand project into manageable pieces.

My advice: SEO seems like a black box to many. On the surface, it can be as mysterious as ancient Sanskrit, and just as impossible to decode. Search engines typically do not reveal how they evaluate websites and rank them; and to make matters worse, once everyone has managed to figure it out—or at least think they have—the search engines change the whole process. If you’re going to hire someone to provide SEO services for you, be sure to read up on SEO at least a little bit before you decide to dedicate a budget to it. That way, you’ll know what you can expect to get for your buck and you won’t be unpleasantly surprised by lackluster results.

Ready to Advertise: AdWords

I slowly began to feel that I was ready to spend extra money on advertising. So I started to look into advertising spending. Where would I get the most bang for my buck? It appeared that internet advertising would be the ideal solution. We found Maxim from Israel, a great guy with whom I still work almost daily.

My advice: Don’t just go for the cheapest person. I would estimate that more than half of my company’s new business comes from search engines. Pick a freelancer you are comfortable interacting with almost on a daily basis, whether that’s by email or chat. The ideal freelancer is someone who has worked in your industry before, knows how to pick the right set of keywords and what to budget for, and is also willing to make constant changes to optimize your campaigns.

Branding Our Trucks: Logo & Graphic Design

As the business grew, we decided to purchase a truck of our own. We needed someone to design the logo to be displayed on this truck. We interviewed a number of different graphic designers before settling on Oskar from Nicaragua.

My advice: 1. With graphic design, it is really important to find the right fit. Whatever image you choose becomes the face of your company, and of course you’ll want that face to be as attractive as possible. When you’re browsing freelancers, take the time to get a feel for their portfolio of work.

2. Once you’ve narrowed down your applicants to a handful of favorite candidates, hire the finalists for a short contract (setting a weekly limit of a few hours) so they can come up with sample designs. 3. Compare as many design proposals as possible before choosing that one perfect person who really gets what your company stands for and can translate that into just the right image.

Too Much Work to Manage Alone: My First Project Manager

At one point, I had over 10 different projects, online and offline, running at the same time. I was overwhelmed. That’s when I first thought of getting the help of a project manager who had experience in bringing order to different strings of projects. oDesk enabled us to find a freelancer from Colorado, Don, who turned out to be an excellent choice. Don has previous project management experience with a number of blue-chip companies in the U.S. He still helps juggle so many projects for us with tremendous talent.

My advice: Don’t underestimate the added value a professional project manager can bring to the table, especially when it comes to coordinating different projects so the whole company works like a well-oiled machine. I sleep better at night with a number of key projects in good hands.

To summarize, as we speak, we work with a project manager based out of Colorado, a graphic designer working from Nicaragua, a programmer in Ukraine, Internet marketing specialists from Israel and Russia and countless others. While we’re at it, we are having voice-overs for our company video recorded by an actor in Australia.

And that’s not even the whole story. We regularly rely on the expertise of all kinds of freelancers from all over the world on a short-term, project basis. One such example is Paula from near Louisiana, USA who helped me edit this article. We’re almost competing with the United Nations, but perhaps this is a typical oDesk story…

]]>https://www.upwork.com/blog/2013/12/built-a-global-team-to-accelerate-startup-and-you-can-too/feed/5The Way You Work: oDesk Client Govind Davis on Motivating Remote Teamshttps://www.upwork.com/blog/2013/12/way-work-odesk-client-govind-davis-motivating-remote-teams/
https://www.upwork.com/blog/2013/12/way-work-odesk-client-govind-davis-motivating-remote-teams/#commentsWed, 04 Dec 2013 14:00:52 +0000https://www.odesk.com/blog/?p=30382The co-founder and CEO of MCF Technology Solutions—a specialized systems integrator that designs, develops, and implements cloud-based platform solutions—Govind Davis has built an almost entirely virtual company. Aside from three local employees, his staff of approximately 60 people works remotely from around the world. Here, he shares five of his best pieces of advice on how to continuously cultivate and motivate remote teams.

]]>Ever dream of holding your company meetings in Jamaica or Costa Rica? For entrepreneur Govind Davis, that dream is a reality.

The co-founder and CEO of MCF Technology Solutions—a specialized systems integrator that designs, develops, and implements cloud-based platform solutions—Govind has built an almost entirely virtual company. Aside from three local employees, his staff of approximately 60 people works remotely from around the world.

Like many oDesk clients, Govind started small and then realized the potential of online work. In 2011—four years after MCF Tech was founded—he was struggling to find graphic design talent to help with client deliverables. He came across oDesk, and successfully found and hired some skilled graphic designers. Then another need popped up, this time for software developers. By then—and from then on—he knew where to look.

Aside from being entirely virtual, MCF Tech is made-up of client-centric teams that come together for each client project and then dissolve. As a result, the company’s most important resource is its talent.

Because cultivating and retaining top talent is key to its success, MCF Tech is committed to going the extra mile to include freelancers in all aspects of company culture. The most extreme example of this commitment can be seen through the company’s off-site meetings: twice a year the company invites its team—including freelancers—to meetings held in vacation spots like Jamaica, Costa Rica, and Lake Winnipesaukee in New Hampshire. (These off-sites are paid for by the money saved from having less office overhead.) There the team plans for upcoming projects, strategizes about overall direction, and builds relationships face-to-face.

But exotic off-sites are by no means the only way that MCF Tech cultivates freelance talent. Here, Govind shares five of his best tips for identifying and nurturing all-star freelancers and motivating remote teams.

Instead of hiring for each individual role or project, MCF Tech is continually recruiting and testing freelancers. This strategy has enabled MCF Tech to identify and onboard only the best people, without being pressured by an immediate need. Govind explains, “We are growing so fast that we never want to be caught off guard, so we are constantly posting and recruiting and trying people because we want to be in a position where, if we need someone, we’ve already had them around for a while. It’s like continuous recruiting.”

2. Ramp up freelancers gradually—start with small test projects and increase responsibilities as they prove themselves.

One of the huge benefits of having a virtual team is the ability to slowly onboard a freelancer based on their ability to meet and exceed expectations. For this reason, Govind starts freelancers with small projects and then either increases their responsibilities or lets them go based on their ability to meet objectives. For example, when bringing on a web developer, MCF Tech pays the freelancer to do a 10-hour web development test project. From there, the freelancers who do well are given another small project, and as long as they continue to do good work, they keep getting larger and larger projects until they are “fully part of the culture.”

3. Embrace collaboration tools, and make sure they are used across the company to be most effective.

Because in-person meetings are not always possible, MCF Tech has also perfected the art of virtual communication and team building. Govind holds all-hands meetings every week via GoToMeeting, where the entire company gathers to share business updates, company news, technological discoveries, noteworthy client deliverables, and personal news. They are also in the process of implementing a weekly “watercooler hour” where everyone signs on to Lync—the video and instant messaging platform that MCF uses—and just chats informally. Govind explains, “Using these kinds of collaboration tools is an absolutely critical piece of making this work.”

4. Treat freelancers like employees; involve them in company meetings and programs, talk about their long-term career goals, and reward them for a job well done.

Treating freelancers like valued members of the team, Govind has discovered, is an important business strategy that goes a long way in motivating remote teams. Govind says, “We treat our freelancers like employees. We give raises, we have conversations about their long-term role with us, they join our company meetings, they are part of the company reward programs. All of the cultural things we do as a company to make our employees feel valued, we also do for our freelancers.”

5. Don’t be afraid to try out newer team members on projects, but make sure you have trusted, established team members there with them to mitigate any problems.

Once a new hire has demonstrated their skills on smaller tasks, they’re assigned to bigger projects and given more responsibility. To mitigate the risk of investing in new talent, Govind uses a “triangle offense” strategy. This means that each project has three key roles, one of which must be filled by a senior, trusted team member. This allows new people an opportunity to grow, but if it doesn’t work out, a senior leader is there to help the team recover quickly.

Using these strategies, Govind had been able to harness the power of a global workforce and rapidly grow his business. He says, “With oDesk I have an army. We went from trying to figure out how to get stuff done to, ‘This is so much fun.’”

Want to hear more tips from Govind on the importance of investing in freelance talent? Check out our free eBook. And don’t forget to share your own online work best practices in the comment section below!

]]>https://www.upwork.com/blog/2013/12/way-work-odesk-client-govind-davis-motivating-remote-teams/feed/1PreScouter CEO: Building A Great Remote Team On oDeskhttps://www.upwork.com/blog/2013/12/prescouter-ceo-building-great-remote-team-odesk/
https://www.upwork.com/blog/2013/12/prescouter-ceo-building-great-remote-team-odesk/#commentsTue, 03 Dec 2013 14:00:31 +0000https://www.odesk.com/blog/?p=30354What does it take to build a great remote team? Within two years, our Illinois-based startup, PreScouter, has pulled together a team of 50 freelancers from around the world—all recruited and managed through the oDesk platform. PreScouter’s mission is to expose the world to inventions that would otherwise be lost; we don’t just introduce technology to our clients, we use it to fuel our own business growth. How? Using the best practices we’ve learned to find the right professionals and keep them engaged.

What does it take to build a great remote team? Within two years, our Illinois-based startup, PreScouter, has pulled together a team of 50 freelancers from around the world—all recruited and managed through the oDesk platform.

PreScouter’s mission is to expose the world to inventions that would otherwise be lost; we don’t just introduce technology to our clients, we use it to fuel our own business growth. How? Using the best practices we’ve learned to find the right professionals and keep them engaged.

Your team and you: Different locations, same priorities?

Our needs are often short-term or precisely defined, which means that hiring someone with a specific skillset on a full-time basis is expensive, unnecessary and unrealistic. This means that bringing someone onboard isn’t necessarily a “lifelong” commitment for us, nor a 40-hour-a-week obligation for them.

Flexibility is one of the factors driving the shift from traditional work, but we’ve learned that the absence of a traditional employer-employee relationship can create many shades of gray.

To create more clarity, we make sure our roles are specific and defined. A freelancer may have multiple projects on the go at a time, or other life commitments, so there’s value in identifying the responsibilities and expectations associated with their role.

We also stay in regular contact, generally using Skype or email in place of in-person communication.

Start with well-defined jobs, then test

There is no better predictor of how someone will perform on your team than having him or her complete related tasks as part of the recruitment process. PreScouter has embraced the philosophy of hiring tests. We’ve found such testing can also remove any personal biases, ensuring the best candidates rise to the top.

Think through all of the responsibilities you want your new hire to take on, and try to draw a complete picture in your [job] post. Is this a full-time position, or a part-time one? A strategic role, or driven by execution? How will you measure the success of this position? Will they be working closely with other team members? Does this role require technical ability, marketing acumen or outstanding number-crunching capability? Is familiarity with certain programs or languages needed?

If you are unsure which skills to ask for, you should check out other similar job listings to get a sense of what criteria are in demand for jobs like yours. Even if you decide to keep some details out of your published job listing, jot down a few notes about the ideal hire for this position – reviewing these before interviewing will help you separate the winners from the wannabes.

Based on the job definition, PreScouter will typically take one of the more complex or difficult parts of the job to use as the test. oDesk has published other test examples for marketing jobs, as well as a range of other positions.

A little training creates a lot of bliss

As with any new member of your team, a remote freelancer will need guidance and support as they get started. This may require more checking in up-front, but over time he or she will become more self-sufficient.

How much training and support will a freelancer need? That depends on your organization and the systems you use.

At PreScouter, we use cloud-based systems to manage our business; these range from the Google Spreadsheets we use to manage task assignments, to the CRM system we use to track contact with prospective customers.

We have documented all the processes, critical skills and techniques for each role. We’ve found that, once they’re up and running, team members can often improve on the systems we already have in place.

Keep distributed teams engaged

As our team has grown, so has our need to keep everyone engaged and motivated. We’ve found that sharing our long-term goals and offering incentives have helped our remote team understand how they fit into our larger operations and how important their work is.

For example, we offer small bonuses to freelancers who start projects on schedule. We’ve created online communities through Google Plus and Google Groups where our team communicates with each other; we can also use these networks to share company updates.

In many cases, these groups help build a sense of camaraderie and contributed to a feeling of engagement. We’ve recently started sharing our company’s growth plans with our most valued workers, and the role they could have in this expansion. This has itself created excitement and is proving to be a valuable tool.

How do YOU leverage oDesk?

For PreScouter, oDesk has enabled a brave new world for work—if one that we’re not used to. How we hire, and how we keep our remote team supported and engaged for the long term, all contribute to our team’s—as well as our company’s—success.

What are your top tips for hiring a remote team via oDesk? Share your advice in the comments section below.

]]>https://www.upwork.com/blog/2013/12/prescouter-ceo-building-great-remote-team-odesk/feed/2Startup Safary: How to Save Time & Money By Hiring Virtual Assistantshttps://www.upwork.com/blog/2013/11/startup-safary-hiring-virtual-assistants/
https://www.upwork.com/blog/2013/11/startup-safary-hiring-virtual-assistants/#commentsWed, 27 Nov 2013 14:00:34 +0000https://www.odesk.com/blog/?p=30320Before their big event in Berlin, Startup Safary saved the day by hiring virtual assistants. Here's how they did it so successfully—and how you can too.

Editor’s Note: A version of this article was posted on the Startup Safary website, and has been reposted here with the author’s permission. To read the original version, click here.

About 4 weeks before Startup Safary Berlin, the number of things that needed to be done was proving to be too much for our small team of 5 people. We needed to contract out a number of tasks in order to maintain efficiency, so we decided to hire 5 virtual assistants (VAs) on oDesk.com, a global jobs marketplace.

This proved to be very useful—in fact, we effectively grew our team by one full-time person by hiring virtual assistants for certain jobs that were too time-consuming or that we were not qualified to carry out.

One of our VAs is a 40+ year-old multilingual, experienced marketing and SEO specialist with a good understanding of sales and customer service. We ended up hiring him for several jobs and staying in constant contact over the course of several weeks. While some freelancers offer skills that are useful for one-time jobs, our favourite VAs—apart from becoming our friends—became a part of our team and were involved in several projects regularly. By thinking of our VAs as part of Startup Safary, we developed great relationships with them through daily informal communication, putting out fires together and asking for their advice outside of business hours. Investing time and effort into developing relationships with freelancers really helped us in the short and long term – I highly advise striving toward this with anyone you work with.

Here are some of biggest learnings:

1. Prioritize & filter out tasks that you can delegate

This sounds like an easy thing to do, but it took me a while to apply this to my working day. This is how I filtered out tasks that could be delegated:

Make a to-do list according to urgency (Ask yourself: “What needs to be done now?”)

Estimate how much time it takes to finish a task and how much time it takes to delegate.

Shorten this list to tasks that save you enough time that it’s worth delegating. Based loosely on the 20/80 ratio mentioned in the Pareto principle, I applied the following rule: if it takes 20% of the time to finish a task to delegate it, it’s worth delegating.

2. Rule out hidden traps

It’s important to only delegate tasks that make sense. Tasks that seem simple to carry out but involve a lot of data input can cause easy mistakes that result in a lot of double-checking on your side.

This can be avoided by:

Going through all the steps at least once yourself before delegating, if the task is repetitive

Giving clear instructions, but also examples of expected results

Visualizing these results using screenshots, highlights and possibly an example link

Separating each step with milestones

If you’re working with a lot of data, e.g. Excel values, provide a quick formula to rule out possible mistakes

3. Use technology

In order to monitor freelancers’ work, keep the communication streamlined and work together on things remotely, we used a number of applications that we work with internally with all the VAs to optimize work progress and avoid confusion:

Communication: Skype, Google Chat, Yammer

File exchange: Dropbox, WeTransfer

Task management: Trello, oDesk Work Diary

Review: Google Docs

On top of the online and desktop applications mentioned above, we managed to optimize our working day even more by using IFThisThenThat, a great online tool that lets you create automated processes for a number of applications. Here are some examples of the “recipes” I used:

a) Sync Dropbox file with Google Drive: Every time a VA saved or updated a file in our shared folder, the file would automatically upload to a designated Google Drive folder, which was useful for editing documents

→ this saved me the trouble of checking Dropbox regularly and uploading files one by one

b) Save Gmail attachments to Dropbox: Every time a VA forwarded an email labeled “QUOTES” with a file attached, IFTTT automatically saved the file in a designated Dropbox folder

→ this saved me the hassle of downloading, saving and backing up important files from partners

4. Delegate tasks that require your attention several times a day

Sometimes a task cannot be done all at once. Having to follow up with emails during the course of the day is a huge distraction and requires a lot of multitasking that can be avoided.

Ten days before the event: we needed to research low budget and mid-priced hotels & hostels in 3 districts, put all the information (including URL, contact info, location, directions, room availability) into an Excel sheet and then negotiate discounts for participant groups coming from outside of Berlin.

This required web research, data entry and a lot of emailing & phoning back and forth throughout the course of 2 days. It would have been impossible to dedicate my undivided attention to each phone call or email, so the VAs took a lot of work off my shoulders.

b) negotiation via email & phone → time saved: 2 days of intermittently replying to emails and making phone calls; time to delegate: 30 mins

I had 2-3 freelancers saved from previous jobs that I was happy with in my oDesk account and divided the tasks among them according to their skill set and hourly fees, which leads me to my next learning:

5. Take the time to screen people for appropriate tasks

It’s worth the initial extra effort to look for the right freelancer for the job.

It doesn’t make sense to have an overqualified and expensive VA do data entry, or to have an underqualified VA with a more affordable hourly fee do web research in a field they have little expertise in.

I made the mistake of not giving enough keywords into the oDesk filter system for required skill sets. (i.e. “German” or “Excel” or “Customer Service”), which would have led to a minor disaster if I hadn’t noticed in the last minute that the person was not optimal for the job. I also had to learn to assess time spans and costs fairly quickly, in order to find someone with an appropriate hourly fee to do the job with the least amount of hassle (oDesk allows you to choose from 3 price ranges).

To sum up, we spent about $500 to save a full 40-hour week of work for one team member. This was crucial for us to handle the workload and focus on issues that required more of our attention. When working on large projects or managing a complex online business, it pays off to use the internet to your advantage — make the most of the valuable time you have to get as much work done in the shortest amount of time possible.

]]>https://www.upwork.com/blog/2013/11/startup-safary-hiring-virtual-assistants/feed/0Brand-Building 101: The Five Brand Habits of Successful Businesseshttps://www.upwork.com/blog/2013/11/brand-building-through-the-five-brand-habits-of-successful-businesses/
https://www.upwork.com/blog/2013/11/brand-building-through-the-five-brand-habits-of-successful-businesses/#commentsTue, 26 Nov 2013 23:08:20 +0000https://www.odesk.com/blog/?p=30312Creating a strong brand—one that’s positive, representative and recognizable—is essential for any company hoping to gain a leg up on its competition. That lesson may seem like business 101, but brand-building is much easier said than done. In this article for The Huffington Post, oDesk VP of Marketing Jaleh Bisharat presents 5 ways to strengthen your company's brand.

]]>Creating a strong brand—one that’s positive, representative and recognizable—is essential for any company hoping to gain a leg up on its competition. That lesson may seem like business 101, but brand-building is much easier said than done. How do you create a tagline that encompasses the product, customer experience, and essence of your brand? And after that, how can you make your logo and tagline conjure a positive association with your business in customers’ minds?

oDesk VP of Marketing Jaleh Bisharat gives some advice on this matter in the latest article for her Huffington Post column. She explains, for example, how to “spread the love” by building customer loyalty, which can also lead to powerful word-of-mouth marketing:

“What customers say about your brand is inherently credible and can amplify your key messages. Building customer loyalty does not require a million-dollar budget. It does require a genuinely positive experience. You then need to engage with customers in ways that motivate them personally to extend your reach.

At oDesk, for example, we recently reached an important milestone—$1 billion spent on hiring via our online workplace. We felt compelled to celebrate and sent congratulatory emails to our top customers. Within a few days, these professionals had shared their accomplishment via social media more than 1,650 times, exposing our brand to countless friends and followers.”

To read more about Jaleh’s 5 brand habits of successful businesses, click here!

]]>https://www.upwork.com/blog/2013/11/brand-building-through-the-five-brand-habits-of-successful-businesses/feed/2Your “Dream Team”: How Givers Can Be The Most Loyal Supportershttps://www.upwork.com/blog/2013/11/dream-team-givers-can-loyal-supporters/
https://www.upwork.com/blog/2013/11/dream-team-givers-can-loyal-supporters/#commentsTue, 19 Nov 2013 14:00:52 +0000https://www.odesk.com/blog/?p=30274A highly functioning workplace team is made up of many different, but complementary, personality types. Software Advice decided to find out what makes some of their workplace’s top performers tick—so they enlisted a workforce psychologist to help understand what makes these employees great, what they struggle with and how they perform in certain roles. By better understanding your current and future team members, you too can assemble a “dream team” of top performers, placed in the roles they perform best. In her previous post, Software Advice Managing Editor Holly Regan described the Savant; here, she discusses another important member of your lineup—the Giver.

A highly functioning workplace team is made up of many different, yet complementary, personality types. At Software Advice, we decided to find out what makes some of our workplace’s top performers tick—so we enlisted a workforce psychologist to help us understand what makes them great, what they struggle with and how they perform in certain roles.

By better understanding your current and future team members, you too can assemble a “Dream Team” of top performers, placed in the roles they perform best. In our previous post, we described the Savant; here, we’ll discuss another important member of your lineup: the Giver.

Givers: Who are they?

As you probably guessed, Givers are gratified by giving to other people. Whether it’s their family or their co-workers, Givers always put others first. They are hard workers who go above and beyond for the company and its management, no matter what position they’re in.

London, 11th July 2012. Melinda Gates, speaking at the London Summit on Family Planning.Picture: Russell Watkins/Department for International Development

However, this doesn’t mean that Givers are capable of being successful in every workplace role. Givers do best when their duties are prescribed for them by someone else: they often have good leadership skills, but a Giver makes a better right-hand man than a boss—and tends to prefer things that way.

A Giver’s desire to please, while generally a positive quality, may also result in an aversion to confrontation, meaning potential problems or conflicts with other team members may go unaddressed. They may also become passive-aggressive when such unresolved tensions are left to simmer. However, as Givers mature, they can learn to overcome these innate challenges and can be your most dedicated and longest-tenured team members.

What are their strengths?

Key strengths of the Giver include:

Loyalty. Givers get personally invested in the company they work for, meaning their turnover rates tend to be low. Common goals come first: they seek to advance the team as a whole, not their personal career.

Hard work. Givers are usually the first to arrive at work and the last to leave. They are motivated by helping the organization succeed, and always do their best—no matter how much effort it takes.

Doing the right thing. Givers always want to do what’s right for the company and are strict followers of the rules. They believe in the importance of regulations and are very disappointed in themselves and others when they fail to abide. It’s especially important to ensure the rules are fair when Givers are on your staff.

What are their weaknesses?

Among the challenges Givers face are:

Giving too much.The strict work ethic and selfless nature that are characteristic of Givers can result in them giving so much that they burn out. They not only tend to take on extra work, they also tend to keep quiet when they’re overwhelmed.

Handling confrontation. As mentioned, Givers tend to be confrontation-averse: conflict with teammates or managers is very discouraging to them. If left unchecked, this tendency can manifest itself in passive-aggression, other employees getting away with bad behavior, or the needs and concerns of the Giver going unheard.

Overly great expectations. Givers tend to lead by example, which can make them great managers—but can also result in the mistaken assumption that what motivates them also motivates others. Expecting the same dedication they give to the company from their teammates may result in frustrated or overworked team members quitting.

Which roles should you hire them for?

Here’s a glance at which roles Givers perform well in, and which they should avoid:

What They’re Good At

What They’re Not So Good At

Marketing Strategy

Sales

Software Development

CEO

Administrative

COO

Executive Support

Creative

Customer Service

Engineering

How should you manage them?

There are certain things managers should keep in mind when they have Givers on their team, such as:

Look out for their interests.Again, Givers tend to keep quiet when they’re dissatisfied or overly burdened, so try to keep an eye out for their interests. Make sure they’re not taking on more than they can handle and verify that their career progression, salary and benefits are adequate and fair. And remember, looking out for your Givers is a worthwhile endeavor: they’re extremely grateful when they know you have their best interests in mind.

Keep the conversation open.It’s up to you to get your Givers talking. If you’re not sure whether they’re happy in their current position, or if you want to hear any suggestions they might have for improvements in the workplace, just ask. Givers will be more inclined to speak up if they can paint their frustrations in a more positive light; the more you encourage open dialogue, the easier it’ll come to them.

Make criticism constructive.Givers have such a personal investment in their job that they can become easily upset by criticism. Make sure that any critical feedback you give them is constructive and tempered by positive assessments. Give them suggestions for how they can improve without hurting their feelings, and know that the more mature they are, the better they’ll be able to weather this type of conversation.

If you look out for your Givers, they’ll be some of the most dedicated members of your workplace “dream team.” And of course, make sure you hire a well-rounded mix of personality types, including Savants, Champs and Matrix Thinkers. To read the full profile of the Giver, including ways to spot them in an interview, click here.

Are you a Giver? If so, we’d love to hear what you look for in a work environment. Share your thoughts in the comments section below!

Holly Regan is a Managing Editor at Software Advice, where she blogs on a variety of topics related to small business and software products. Born and raised in Seattle, she has a Bachelor’s degree in Anthropology and Political Science from the University of Washington. She moved to Austin, Texas in 2009, and is here to stay. When she isn’t churning out content for Software Advice, she can be found cycling, cooking, putzing around town with her boyfriend Marc or relaxing poolside with a book. Her writing has appeared online in The New York Times and The Huffington Post.

]]>https://www.upwork.com/blog/2013/11/dream-team-givers-can-loyal-supporters/feed/1Leadership In A Virtual World: An Interview With Bernard Wilsonhttps://www.upwork.com/blog/2013/11/remote-leadership-bernard-wilson-interview/
https://www.upwork.com/blog/2013/11/remote-leadership-bernard-wilson-interview/#commentsFri, 15 Nov 2013 14:00:25 +0000https://www.odesk.com/blog/?p=29979Located in Australia’s sparsely populated Northwest Territory, Darwin is better known for underground mines and tourist traps than for a bustling tech scene. But that hasn’t stopped Bernard Wilson. He’s capitalized on the power of remote work and cloud computing to forge his dream company, Primetime Entertainment. In the process, Wilson has learned valuable lessons on leadership and the importance of remote team relationships.

]]>Located in Australia’s sparsely populated Northern Territory, the city of Darwin is better known for underground mines and tourist traps than a bustling tech scene. But that hasn’t stopped Bernard Wilson. This Darwin resident has seized the power of remote work and cloud computing to forge his dream company, Primetime Entertainment.

Wilson’s business connects event organizers with artists of all stripes and styles, providing entertainment options throughout the Northern Territory.

We recently spoke with Wilson about his company, the ins and outs of remote leadership, and why he thinks team building is so important.

oDesk: How did you move from business idea to business reality?

Bernard: From the outset, I was looking at how I was going to access the different skills I needed to build the company [when they weren’t necessarily available in Darwin].

[I realized that] my business needed to be prepared to plug into global resources. I felt that the best option was to use cloud-based solutions.

O: What are some of the lessons you’ve learned by hiring online freelancers?

B: It took a bit of figuring out and getting used to the different labor model. I started small, with data entry and bookkeeping projects, and went from there.

The biggest thing I would change [looking back] is the way I initially viewed my remote workers. To be brutally honest, I looked at them too much as a commodity. Because I wasn’t working face to face with them, it was easy to lose sight of the fact that I was still working with people; I would get frustrated over little things. That’s not the way a team leader should be.

Over the past several years, I’ve realized that leadership is the key to managing the diversity of both the entertainment industry and remote work. [In my business] I don’t want to be just another shark-like agent—I want to be a consultant and adviser. As I went through the process of practicing and adopting a better leadership approach, I began to actively exercise some of these principles with my team.

Now, I work to create camaraderie online with these guys, so they feel like they are part of a team. The result has been better productivity and cohesion.

O: What other lessons have you learned about team building and remote leadership?

Wilson (center) visiting his freelancers in the Philippines.

B: In the beginning, I didn’t factor in the need for training. But that’s important: your virtual team needs to know who you are and what you do. Since then, we’ve developed a staff induction manual for long-term freelancers.

I’ve also learned you shouldn’t start conversations with the tasks to be done. Instead, start with the little things. Find out about [the team’s] weekend. Developing a longer-lasting relationship with your remote team helps with retention.

One of the tools we’ve started experimenting with is the enterprise social networking tool Yammer. Using it has brought more personal stuff into conversations and makes virtual freelancers feel more like part of the team.

I also recently visited my freelancers in the Philippines. It was a bit of organizing as people were located in different parts of the country—but it was worth it.

The main purpose of the visit was to build relationships. I got their feedback on how they thought things were going with the company and whether they had any suggestions for improvement. That was our only work-related conversation; we really left business behind after that, and spent the rest of the time in a purely social context.

Focusing on relationships has made a 100 percent difference. I had a few issues with web development teams in the beginning, but this time around I’ve taken a different approach and have worked to develop relationships. This has done a lot to overcome communication barriers.

]]>https://www.upwork.com/blog/2013/11/remote-leadership-bernard-wilson-interview/feed/1The Way You Work: oDesk Client Austin Church Shares Tips for Inspiring Great Workhttps://www.upwork.com/blog/2013/11/way-work-odesk-client-austin-church-shares-tips-inspiring-great-work/
https://www.upwork.com/blog/2013/11/way-work-odesk-client-austin-church-shares-tips-inspiring-great-work/#commentsWed, 13 Nov 2013 14:00:44 +0000https://www.odesk.com/blog/?p=30205A writer by education and trade, Austin Church is proof positive that a business founded on respect for great work—and for the people who do that work—can lead to a happy ending. Here are five of his best pieces of advice.

]]>A writer by education and trade, Austin is proof positive that a business founded on respect for great work—and for the people who do that work—can lead to a happy ending.

Austin’s first project using online freelancers was to build a website for his father’s insurance agency. His dad knew nothing about website creation and had little money set aside to get it done, so Austin wrote the copy himself and went out and hired the people he needed. The result was a custom WordPress site created on a shoestring budget that managed to thrill both Austin and his dad.

And so began a mutually beneficial relationship between entrepreneur and online work. Today, Austin’s company, Bright Newt, is a thriving marketing, branding, and app development shop. He and his confederacy of creative conspirators even created a ridiculously fun app called Mustache Bash in April 2012, which continues to bring smiles to folks both with and without facial hair.

As Austin’s company took off and he found himself with a rapidly growing cadre of freelancers, he developed his own best practices for identifying talent, managing virtual workers and inspiring great work. His strategies all demonstrate that the basic principles of good leadership—like treating workers well—are extremely effective in building a successful remote team. Here are five of his best pieces of advice.

1. When evaluating candidates, trustworthiness trumps skills.

For Austin, the single most-important thing he looks for in a freelancer—and ultimately the most critical component of a long-lasting work relationship—is trust. So, when he interviews candidates, he tends to focus on character rather than skills. He explains, “Skills in my mind come last as the minimum requirement for the job. I’m trying to evaluate character. I’m trying to evaluate personality. To evaluate attitude and motivation.” He adds, “At the end of the day, after a successful project I’d like to have become friends with the person I hired.”

2. Design interview questions to access insights into character and personality.

To successfully identify candidates that he can trust, Austin developed a series of specific questions designed to provide insights into a candidate’s character. He likes to ask questions like, “Can you make my job a priority?” and, “What’s a big frustration you have when working with clients?” and then tries to judge whether or not the freelancer is willing to give an honest answer. For example, if a freelancer responds that at first she can only commit a limited amount of time, it shows that she’s honest and therefore might be worth waiting for.

3. Seek out and build a deep bench of talented freelancers.

So that you can be prepared to tackle a project as soon as it comes up, Austin recommends identifying a number of freelancers that you feel confident hiring. He says, “You don’t just need one star point guard, you need multiple people who can play each position well.”

4. Treat freelancers well and you’ll be rewarded with excellent work.

Given that both in-person and remote workers produce better results when they feel respected and appreciated, Austin offers this simple piece of advice for remote managers: “Don’t be a jerk.” He adds, “Apologize if you do something wrong. If you misunderstood something then say, ‘Sorry, I misunderstood, that was my fault.’ Decency motivates people to do good work, and I take it for granted that people want to do good work.”

5. You’ll get better results by simply asking “Do you think this could be better?”

In Austin’s experience, this very simple question often results in a huge improvement in the quality of work. He explains, “Just because they created it doesn’t mean they think it’s the best they can do. So I ask the question all the time: Do you think this can be better? Do you like this? You’ll find that people have sent you stuff they don’t really like, and then you say ‘Well, send me something you like!’ Typically, what they send will be better than your original vision.”

Through following his own advice and making sure his freelancers know that they are valued members of the team, Austin has built lasting and productive relationships with many talented freelancers. As a result, his company, Bright Newt, continues to produce great results for clients far and wide.

Want to hear more tips from Austin on how to best motivate your remote team? Visit our Client Resource Center, read his latest guest blog post, or check out our free eBook. And don’t forget to share your own online work best practices in the comment section below!

]]>https://www.upwork.com/blog/2013/11/way-work-odesk-client-austin-church-shares-tips-inspiring-great-work/feed/9The World Doesn’t Need Another Silicon Valleyhttps://www.upwork.com/blog/2013/11/world-doesnt-need-another-silicon-valley/
https://www.upwork.com/blog/2013/11/world-doesnt-need-another-silicon-valley/#commentsMon, 11 Nov 2013 18:27:54 +0000https://www.odesk.com/blog/?p=30195It seems every emerging startup hub worldwide aims to recreate the unique entrepreneurial conditions of California's Silicon Valley. But is that possible—or even advised? In his previous column for Inc.com, oDesk VP of International & Enterprise Matt Cooper interviewed Jon Bradford, the managing director of Techstars London about why entrepreneurs should think more like athletes. In his latest article—part II of that interview—Matt and Jon discuss how startups might actually benefit from being located outside Silicon Valley, and how other entrepreneurial hubs shouldn't necessarily aim to be the next Silicon Valley.

]]>It seems every emerging startup hub worldwide aims to recreate the unique entrepreneurial conditions of California’s Silicon Valley. But is that possible—or even advised?

In his previous column for Inc.com, oDesk VP of International & Enterprise Matt Cooper interviewed Jon Bradford, the managing director of Techstars London about why entrepreneurs should think more like athletes. In his latest article—part II of that interview—Matt and Jon discuss how startups might actually benefit from being located outside Silicon Valley, and how other entrepreneurial hubs shouldn’t necessarily aim to be the next Silicon Valley.

In particular, Matt asks, “What’s next for start-ups? Is a new Silicon Valley on the horizon?” To which Jon responds:

The world doesn’t need another Silicon Valley. The world needs more bridges. We’ve seen all of the U.S. start-up hubs evolve–New York, Boston, Austin, Boulder, Chicago–and I’m seeing the same thing happen globally. There is only one Silicon Valley and I don’t think there will ever be another place like it. The good news is we don’t need one, we just need more ways to connect to it.

The model that will develop is similar to the Internet, with regional nodes driving the global expansion of startups and entrepreneurship. Some nodes will be stronger than others, and they may be strong in different things–certain industries, skill sets or business models. If one node goes down due to the economy or politics, traffic will shift through another node or several other nodes. This is great news for the global start-up ecosystem, as it will become more efficient and resilient over time.

]]>https://www.upwork.com/blog/2013/11/world-doesnt-need-another-silicon-valley/feed/0Why Savants Are Key To Your “Dream Team”—And How to Manage Them Effectivelyhttps://www.upwork.com/blog/2013/11/savants-key-dream-team-manage-effectively/
https://www.upwork.com/blog/2013/11/savants-key-dream-team-manage-effectively/#commentsFri, 08 Nov 2013 14:00:34 +0000https://www.odesk.com/blog/?p=30147A highly functioning workplace team is made up of many different, but complementary, personality types. Software Advice decided to find out what makes some of their workplace’s top performers tick—so they enlisted a workforce psychologist to help understand what makes these employees great, what they struggle with and how they perform in certain roles. By better understanding your current and future team members, you too can assemble a “dream team” of top performers, placed in the roles they perform best. Here, Software Advice Managing Editor Holly Regan discusses one important member of your lineup: the Savant.

A highly functioning workplace team is made up of many different, but complementary, personality types. At Software Advice, we decided to find out what makes some of our workplace’s top performers tick—so we enlisted a workforce psychologist to help us understand what makes these employees great, what they struggle with and how they perform in certain roles. By better understanding your current and future team members, you too can assemble a “dream team” of top performers, placed in the roles they perform best. Here, we’ll discuss one important member of your lineup: the Savant.

Who are they?

While they have the ability to become talented in many areas, Savants have developed a particularly exceptional skill in one particular field. In other words: they know what they’re good at, and they do it really well.

Sergey Brin, Google

They are smart, creative and independent. They are also introverted, and sometimes struggle with social skills. It’s often difficult for Savants to find the right friends and the right job—but once they do, they are extremely committed.

Savants are also very attached to habit: they follow a specific working routine, and are thrown off by outside disturbances like noise and temperature extremes. However, once they settle in, they can work with extreme focus for hours at a time. They excel in creative fields as well as writing, research and engineering. Savants in these fields may also be great candidates for working from home, as they will be less impacted by interruptions than if they were in the office.

What are their strengths?

Key strengths of the Savant include:

Focus and determination. When free to follow their routine, Savants can focus in on a project that utilizes their talent for hours on end. They tend to turn projects around quickly, and have an eagle eye for detail.

A thirst for knowledge. Savants have a curious nature and are extremely perceptive. They love to learn new things, and do so easily. They tend to enjoy literature and, as long as they enjoy the subject material, are good students.

Perfectionism.Savants expect only the best out of themselves and others. They are highly motivated by the goal of producing a perfect product, accept great responsibility for the quality of their work and want to be successful in their field of specialty.

What are their weaknesses?

Among the challenges Savants face are:

Questioning authority.Savants tend not to accept things at face value; while this has an upside, it can also result in conflicts with management when they question workplace rules and norms. The deep convictions Savants hold can lead to difficulties in the corporate environment or with a rule-following supervisor.

Social discomfort.Savants tend to live up in their heads, which often results in social anxiety. They may have trouble expressing themselves effectively to others, and thus are often misunderstood. They may “call people out” at inappropriate times, and in extreme cases, become alienated and isolate themselves from others.

Perfectionism.The drive to be the best that motivates Savants can also be their worst enemy. Sometimes, they’re so focused on perfection that, if they can’t achieve it, nothing is produced at all. They tend to value themselves based on what they produce, which can lead to depression and self-loathing when they fall short of their own high standards.

Which roles should you hire them for?

Here’s a glance at which roles Savants perform well in, and which they should avoid:

What They’re Good At

What They’re Not So Good At

Research & Analysis

Sales

Engineering

Management

Creative

Customer Service

Writing & Editing

Executive Support

Marketing Support

CEO / COO

How should you manage them?

There are certain things managers should keep in mind when they have Savants on their team, such as:

Keep them focused on their specialty. Remember that just because Savants are highly skilled at one thing doesn’t mean they can do everything. A talented engineer, for instance, is not necessarily a skilled writer as well. Keep their daily work focused within their area of specialty.

Have a hands-off management style. Savants don’t do well when they’re micromanaged. While other members of your team may require a rigid structure to stay on task, Savants do their best work when they’re free to operate in their own environment and follow their own routine. Their intrinsic motivation means you won’t have to worry about them slacking off.

Give them regular approval. Savants tend to be very critical of themselves. While they are generally uncomfortable being in the spotlight, they will become discouraged without approval, so make sure you recognize them for a job well done. They will be very appreciative.

If you give Savants the freedom to follow their own routine and pursue their passion, they can be some of the highest-performing members of your workplace “dream team.” And of course, make sure you also hire other personality types to round out your team, including Givers, Champs, and Matrix Thinkers. To read the full profile of the Savant, including tips for identifying them during an interview, click here.

Do you fit the description of a Savant? If so, we’d love to hear what you look for in a work environment. Share your thoughts in the comments section below!

Holly Regan is a Managing Editor at Software Advice, where she blogs on a variety of topics related to small business and software products. Born and raised in Seattle, she has a Bachelor’s degree in Anthropology and Political Science from the University of Washington. She moved to Austin, Texas in 2009, and is here to stay. When she isn’t churning out content for Software Advice, she can be found cycling, cooking, putzing around town with her boyfriend Marc or relaxing poolside with a book. Her writing has appeared online in The New York Times and The Huffington Post.

]]>https://www.upwork.com/blog/2013/11/savants-key-dream-team-manage-effectively/feed/1The Four Things Managers Must Give Their Teamshttps://www.upwork.com/blog/2013/11/four-things-managers-must-give-teams/
https://www.upwork.com/blog/2013/11/four-things-managers-must-give-teams/#commentsThu, 07 Nov 2013 14:00:03 +0000https://www.odesk.com/blog/?p=30143As a manager, you are only as good as your team. Attracting all-star talent is just the first challenge (though it's certainly a formidable one)—from there you have to make sure these A-players you've brought on board are engaged and given the environment they need to thrive. Otherwise, you will lose them as quickly as you hired them. Admittedly, that's easier said than done. So how do you create a work environment where your team members can thrive? It comes down to 4 key things.

]]>As a manager, you are only as good as your team. Attracting all-star talent is just the first challenge (though it’s certainly a formidable one)—from there you have to make sure these A-players you’ve brought on board are engaged and given the environment they need to thrive. Otherwise, you will lose them as quickly as you hired them.

Admittedly, that’s easier said than done. So how do you create a work environment where your team members can thrive?

In his latest post for the LinkedIn Influencers program, oDesk CEO Gary Swart addresses that very question. He writes:

The job of any manager is to create an environment where everyone can do their best. Your team members’ success or failure is your responsibility. Further, the success or failure of your business depends upon your team’s ability to effectively do their jobs. I hate to break it to you, but we are talking about giving them more than free lunches and foosball. A good leader gives their team four key things: clarity, responsibility, standards and open communication.

To read more about those four things—and how you can put them to use in your own business—check out the full post on LinkedIn here.

]]>https://www.upwork.com/blog/2013/11/four-things-managers-must-give-teams/feed/2Leading From a Distance: The Art of Remote Managementhttps://www.upwork.com/blog/2013/11/leading-from-a-distance-remote-management/
https://www.upwork.com/blog/2013/11/leading-from-a-distance-remote-management/#commentsTue, 05 Nov 2013 14:00:28 +0000https://www.odesk.com/blog/?p=29952The traditional management playbook would argue that supervisors need to be based in-office. But two established organizations think otherwise. Both Teach for America and the US Patent and Trademark Office (USPTO) are empowering their managers to work out of the office. They’re giving them the tools, training and flexibility to lead their teams remotely—and reaping benefits both corporately and through individual employee job satisfaction.

]]>Management. It’s an art, understanding how to connect with varying personalities. But it’s also a documented science—the juggling of not just people but also schedules, budgets and projects.

The herculean task of being an effective manager is not for those faint of heart. The traditional business playbook would argue that it’s not for those out of the office, either.

However, two established organizations think otherwise. Both Teach for America and the United States Patent and Trademark Office (USPTO) are empowering managers to work off-site. They’re giving them the tools, training and flexibility to lead their teams remotely–and reaping benefits both corporately and through individual employee job satisfaction.

Remote management logistics

The USPTO has been leveraging the productivity gains of remote work since 1997. But only in recent years has the government agency extended their telework initiative to include managers.

The change occurred as a result of retention concerns. According to Danette Campbell, senior telework advisor at USPTO, shutting managers out of the telework program wasn’t working. Management positions were seen as less desirable; people preferred production-level positions simply because of the flexible work arrangements.

The agency ran a pilot program with a small group of front-line managers who were already interacting with and supervising remote workers. When this proved successful, the telework option was extended to other managerial positions. Campbell says that 81 percent of the agency’s managers have made the move to the home office.

As might be expected with an organization that employs more than 9,000 workers, USPTO has had plenty of logistical and security issues to address. Campbell says that all employees use a standardized laptop, issued by the office. They connect to the Patent and Trademark Office network using a VPN with encryption, to ensure that data is kept secure.

Another key to keeping the productivity wheels turning smoothly for off-site supervisors is comprehensive training. The agency makes sure managers are well-versed in using the communication and collaboration tools available to them. They also receive training in security best practices.

The result has been far better than hoped. “Participants feel their overall accessibility to staff has improved, and that they have more time and flexibility since they are no longer commuting and spending time on the road,” Campbell said. “Some second-level managers have reported that their off-site managers are generally more available when working remotely.”

Remote management style

At Teach for America, 12 percent of staff members work remotely—including Kathleen Fujawa. She’s also in a management role. As the senior managing director of human assets, she spends a lot of time interacting with her team of thirteen—with much of that oversight accomplished from her home office outside of Boston.

Fujawa began managing remotely almost four years ago. She observes that, while some aspects of management aren’t affected by location, the job takes significantly more investment when it’s off-site. “If in-office management is level 101, remote management is level 501. You have to be better at everything,” she laughed.

She’s dealt with management challenges in several areas. “I’m not seeing the work with my eyes, like I would if I sat next to someone. And I can’t just stop by and chat. There’s a relationship thing that you miss and there’s the ‘observing the work’ piece that you miss.”

Those challenges have provided an impetus for Fujawa to focus on relationship-building and strong communication within her team. For example, she meets with different team members face to face throughout the year. “I think any good remote management relationship starts with a good in-person relationship,” Fujawa said.

She’s also established weekly team meetings, via video conferencing, to help the team connect and share information. Fujawa believes that an integral part of those virtual gatherings is sharing the events of life with each other. “We make time to just talk about kids, pets, family, etc. Having that open, purposeful space makes a difference.”

Recognizing the importance of making herself available, Fujawa has established several policies to keep communication flowing. “I have weekly office hours when my team knows I won’t have any calls or meetings so that I am available for them. People also have access to my calendar so they can see when I’m busy. We make a lot of use of IM. They can instant message me with a quick question or ask to call me.”

In spite of the challenges, Fujawa loves working remotely, saying that it fits her strengths and allows her to spend more time with her family. “Becoming a remote manager was absolutely a good switch for me. I’m so fortunate to work for an organization that believes very strongly in results and allows room for variance on how the work gets done.”

The US Patent and Trade Office and Teach for America are proving the value of allowing managers to telework. Do you also manage your team virtually? If so, share your thoughts in the comments section on what it takes to be a successful remote supervisor.

]]>https://www.upwork.com/blog/2013/11/leading-from-a-distance-remote-management/feed/0Best of Tip Tuesday, October 2013: Online Work Advice from Freelancers & Clientshttps://www.upwork.com/blog/2013/10/tip-tuesday-oct-13-online-work-advice-freelancers-clients/
https://www.upwork.com/blog/2013/10/tip-tuesday-oct-13-online-work-advice-freelancers-clients/#commentsTue, 29 Oct 2013 13:00:05 +0000https://www.odesk.com/blog/?p=30002In our Tip Tuesday posts on Facebook, we ask our community about working and hiring on oDesk and invite them to respond with their best online work advice. Here are our favorite answers from October 2013. Join us on the oDesk Facebook Page every other Tuesday for more great questions and answers!

]]>In our Tip Tuesday posts on Facebook, we ask our community about working and hiring on oDesk and invite them to respond with their best online work advice. Our favorite answers are below. Join us on the oDesk Facebook Page every other Tuesday for more great questions and answers!

Editor’s Note: Responses edited for clarity

Q: What are your tips for keeping focused while working from home?

Exercise! I can’t believe how much more productive I am when I take even just half an hour to get my heart pumping and my legs moving first thing in the morning. Richard Branson says exercise adds at least 4 additional hours to his day, and I believe it. Most of us who rely on oDesk—either as an employer or contractor—have jobs that by their nature require us to be computer-and desk-bound, and boy, does that wreak havoc on your energy and health. Movement does wonders for productivity and focus! – Marjorie R. Asturias

Q: What are your tips for effectively managing your online working relationships?

Communicate and create a comfort zone

Establish a sense of commitment and develop common frame of understanding

Understand requirements clearly, and be collaborative

Listen, plan and implement

Show results; visibility of deliverables is important

Be honest, and don’t worry if you are underestimated telling the truth

Q: We all know you need a laptop or mobile device to work away from the home or office. What other essentials do you bring with you when working remotely?

Almost every other month, I travel and bring my work with me. To help me get through the trip, I have a handy backpack always set to go which has all my needed tech devices. Included in the bag are pocket wifi with different sim cards, assortment of cables, power bank for my pocket wifi, extra battery for my cellphone in case I need to use my phone for tethering internet, USB with all my important files and iPad. – Voice Within

Q: What are your tips for managing your time when trying to balance multiple clients?

Be honest and don’t commit what you can’t fulfill. I usually use Outlook for managing my calendar. I also use CentralDesktop for managing multiple tasks. It’s really helpful in keeping things on track. – Rehman Shahid

Q: What is the best way to handle a project when an unavoidable delay happens?

If I cannot continue with some projects due to some unavoidable circumstances, I always try to make sure that my clients get options to choose from other alternatives and are able to keep their projects running smoothly. Usually I recommend someone to them whom they can reply on in my absence. I know quite a few very good professionals who work in the same field as I do and have good relationship with them and they respond quickly when I try to reach out to them. – Saidur Rahman

Be honest! As soon as you know there is a delay on completing the project, let them know! I always find that this works really well. Problems arise when clients are kept in the dark! – Tracy Morgan

Always be honest, get in touch with your client as soon as possible and inform him about the delay, and how long it would take you to fix the issue. Describe what measures you would take once the issue is over to stay on schedule and cover up for the time lost. Another tip for freelancers from Pakistan or India, always stay connected via data package from your mobile. Even if your DSL breaks down, you can always send an email via your mobile. It also helps you stay in touch 24/7 with your clients and customers. – Gulfam Shabbir

Q: What are the do’s and don’ts of communicating with a client or freelancer?

Always review your emails before you hit send—and make sure your email subject is connected to the body. Don’t merely type down “HELLO” or “HI” on the subject line. First impressions last. A simple mishap on your email would definitely affect how your client perceives your ability, especially if the job you are awarded or applying for has something to do with your linguistic and writing abilities. – Yhang Rhea

]]>https://www.upwork.com/blog/2013/10/tip-tuesday-oct-13-online-work-advice-freelancers-clients/feed/1The Way You Work: Joshua Warren’s Journey From oDesk Freelancer to Thriving Clienthttps://www.upwork.com/blog/2013/10/way-work-joshua-warrens-journey-odesk-freelancer-thriving-client/
https://www.upwork.com/blog/2013/10/way-work-joshua-warrens-journey-odesk-freelancer-thriving-client/#commentsWed, 23 Oct 2013 13:00:28 +0000https://www.odesk.com/blog/?p=29896With experience both as an oDesk freelancer and client, Joshua Warren has a unique perspective on online work. While working as a web development freelancer on oDesk, he gradually increased his rate from $15/hour to $95/hour. Yet he was still getting an overwhelming number of web development project requests, so he started hiring oDesk freelancers to help. Now Joshua is at the helm of a booming web development business, Creatuity, that currently employs 23 people, 13 of which are remote and deliver all work online. While growing his company, he honed his own best practices for hiring and managing online talent. Below are five of our favorite oDesk success strategies from Joshua.

]]>With experience both as an oDesk freelancer and client, Joshua Warren has a unique perspective on online work.

It all started when the economy took a dive several years ago. He found steady work on oDesk as a freelance web developer earning $15/hour, but in no time he was commanding a rate of $95/hr—and still the demand for his work was more than he could keep up with. As a result, he began hiring other oDesk freelancers to help with overflow work.

Still, the requests kept on coming, and Joshua soon realized he couldn’t get all of this work done by himself. He recalls, “I was just a single freelancer getting absolutely overwhelmed with the amount of work, and realized that I needed help. Instead of looking for someone locally, I wanted to find the absolute best person that could help me no matter where they were in the world.”

So, in 2008 Joshua founded Creatuity, a web development firm specializing in Magento, PHP and WordPress. He explains how he got started: “I found a project, just a personal project that I hadn’t made a lot of progress on and didn’t have a lot of time for. I put it out there as a test project and hired a few different people. That’s actually how I ended up finding someone that I’m still working with to this day.”

Flash forward five years, and Joshua is at the helm of a booming business that currently employs 23 people, 13 of which are remote and deliver all work online. While growing his company, he honed his own best practices for hiring and managing online talent. Below are five of our favorite oDesk success strategies from Joshua.

1. Don’t narrow your talent search by hourly rate—the perfect freelancer might be out there for just a little bit more.

Because getting it done right is usually more important than getting it done cheaply, Joshua advises against narrowing your applicant pool based on hourly rate. He explains that when he first started hiring online, he discovered that “instead of finding the best balance between price and quality, a lot of people were just looking for the best price. I realized that it’s important to get as many candidates as possible by not narrowing down on money upfront and leaving the job requirements open.” This technique has helped Joshua identify a number of talented freelancers who—while a little more expensive—were well worth the investment.

2. Look for candidates who are passionate about what they do and who you’ll personally enjoy working with.

When it comes to evaluating potential hires, Joshua has developed his own formula based on equal parts communication and passion. He explains, “Finding someone I can work well with can be just as important as finding someone with the technical qualifications, so I’ll look to see if they included something about themselves in their application. Did they say something that shows me they’re passionate about what they do, that they are interested in it, that this isn’t just another contract and another few hundred dollars? Is this something that is their craft, that they enjoy doing? Those are the people that stand out to me, and those will usually be the very first ones I’ll invite to interview.”

3. Written communication is a key indicator of overall job performance.

With online work, Joshua has found that there is a strong correlation between written skills and overall performance. This is because the most common way for remote team members to work together is through email or other written messages. For this reason, Joshua explains that “you need someone who isn’t afraid to send you a detailed daily email, and who will also understand you when you reply.” To identify people who can communicate well in writing, Joshua focuses on written abilities instead of verbal abilities in his interviews.

4. Establish and articulate a clear company culture to guide your hiring and management decisions.

Joshua disagrees with the common misconception that you can’t create a company culture with remote workers. So, one day he and his team developed a list of their core values using email and online polls. He explains, “it really surprised everyone we had hired because they’d never seen remote workers treated that way—they were used to being treated as these contractors that you kind of use up on a project and then move onto the next thing.” This experience proved to Joshua that building a company culture with your remote team is not only possible, but also has a strong positive impact on things like team morale and engagement. He explains, “I think it’s helped more with retention than bonuses or raises or anything else really could.”

5. Double your productivity (and gain a killer competitive advantage) by building a network of global freelancers to cover all time zones.

In Joshua’s experience, having a team from many different time zones is smart business strategy. Creatuity is currently running at 18 hours of productivity per 24-hour cycle, and Joshua plans on recruiting in China, Australia, and Japan to get that productivity rate up to 100% of the day. He explains the benefits of having a company that never stops working: “Our clients are amazed because they will bring us something at 5:00 p.m. and they’re thinking ‘Hey, you know, it’s 5:00 p.m. here in Dallas, we’re going home and it’s going to be a little while before I hear back on this.’ We’ll hand it off to someone in Poland, and by the time the client is back in the office at 8:00 a.m. the work is done. The clients are just blown away because they think someone was up all night working on it!”

]]>https://www.upwork.com/blog/2013/10/way-work-joshua-warrens-journey-odesk-freelancer-thriving-client/feed/12The Way You Work: SMB Owner Marjorie Asturias Shares Her oDesk Success Tipshttps://www.upwork.com/blog/2013/10/the-way-you-work-smb-owner-marjorie-asturias-odesk-success-tips/
https://www.upwork.com/blog/2013/10/the-way-you-work-smb-owner-marjorie-asturias-odesk-success-tips/#commentsThu, 10 Oct 2013 13:00:09 +0000https://www.odesk.com/blog/?p=29880By using online freelancers as the foundation of her business, Marjorie Asturias has grown her social media marketing company while working the way she wants. “We are a virtual company," she said. "I had an office a couple of years ago...until I remembered part of the reason I started this business was because I hated going into an office!” While growing her own virtual business, she has developed her own strategies to best attract, hire and manage her online workforce. Here are six of our favorite oDesk success tips and tricks from Marjorie.

]]>Marjorie Asturias never thought opening up her own business was a possibility. But while working with a Dallas-based marketing firm that used oDesk to augment its on-site staff, she saw a way to build a company without the barrier of overhead. She started as a one-woman shop, but as work picked up she took the plunge and formed her own social media marketing agency, Blue Volcano Media.

Today, she works with a team of oDesk freelancers located throughout the U.S. and Canada. Depending on her clients’ needs, she typically works with an additional three to five freelancers at a time, all through oDesk. She taps into the online workplace because it “creates a huge savings for small business and gives me scalability; that’s important when you have such a small budget.”

By using online freelancers as the foundation of her business, Marjorie has grown her company while working the way she wants. “We are a virtual company,” she said. “I had an office a couple of years ago…until I remembered part of the reason I started this business was because I hated going into an office!”

While growing her own virtual business, Marjorie has developed her own strategies to best hire and manage her online workforce. Here are six of our favorite oDesk success tips and tricks from Marjorie:

1. Attract excellent candidates with highly detailed job posts.

Writing a detailed job post helps Marjorie attract candidates with the exact skills she needs. She explains, “With oDesk, there is already this huge talent pool with portfolios, ratings, resumes…so when I write my job post, the more detail, the better.”

We had the pleasure of hosting Marjorie at the oDesk office in September 2012. She shared her experience over dinner with oDesk CEO Gary Swart (pictured) and FCC Chairman Julius Genachowski.

2. Look for telling details when narrowing down initial applications.

Before considering an applicant, Marjorie looks for three things: a profile picture, a strong written cover letter and solid feedback. She automatically dismisses applicants without profile pictures, because not having a picture conveys an anonymity that won’t fit in with Marjorie’s close-knit, small-company culture. She also sorts candidates based on the quality of their writing: “It can be three sentences or three paragraphs. If it’s well-written and without mistakes, they go to the next round.” The final key ingredient that freelancers must demonstrate before making it to the next round is strong feedback and ratings. She advises, “Always read a freelancer’s feedback and ratings for a candid snapshot of their past work performance.”

3. Conduct rapid-fire interviews when narrowing down potential hires.

Once Marjorie narrows down her list, she interviews up to 25 remaining candidates. That may seem like a lot, but compared to the pain of hiring the wrong person, taking the time to interview extra candidates saves a great deal of time (and money).

4. A good project manager will free you up to focus on core business concerns.

Marjorie has found that a project manager can take care of details and keep things on track, freeing you up to focus on the core functions of your business. She recommends, “if you have the resources to hire a project manager who has the skill set you’re looking for, you should definitely take advantage of it. If you don’t, actually, I think you end up doubling the work.”

Over time Marjorie has found the right balance between a more hands-on style of oversight and still giving her team enough room to operate independently. She explains the evolution of her management style: “I didn’t used to be as assertive, but now I’ve learned that it helps if we have regular meetings, so we usually get together over Skype at least once a week if not more.”

6. Create a team-centric environment built on professional trust and respect.

Having weekly meetings has not only improved her company’s workflow, but has also helped build a culture of freedom, respect and camaraderie. Marjorie explains, “I do try to inculcate folks with this idea that we’re a team. And it’s in our meetings that we really create and get a sense of our culture…they tend to be 50% laughing and joking around and sharing stories and 50% talking about business.”

]]>https://www.upwork.com/blog/2013/10/the-way-you-work-smb-owner-marjorie-asturias-odesk-success-tips/feed/6Pitching Remote Work: Making Your Case For Telecommutinghttps://www.upwork.com/blog/2013/10/the-remote-pitch-telecommuting-remote-work/
https://www.upwork.com/blog/2013/10/the-remote-pitch-telecommuting-remote-work/#commentsWed, 09 Oct 2013 13:00:51 +0000https://www.odesk.com/blog/?p=29579Digital marketing pro Ryan Gibson had just been offered the perfect job with travel app Asia Rooms. But there was a catch, and it was a big one: he’d have to either relocate from his home in Leeds, England to the island nation of Singapore or commute 90 miles (round-trip) to Manchester. Instead of turning the offer down, however, Gibson pitched a different idea: remote work.

]]>Digital marketing pro Ryan Gibson had just been offered the perfect job with Asia Rooms, a travel company.

But there was a catch, and it was a big one: he’d have to either relocate from his home in Leeds, England to the island nation of Singapore or commute 90 miles (round-trip) to Manchester. “Location-wise, it was obviously a problem,” Gibson admitted.

Instead of turning down the offer, Gibson tried a different approach. “I explained to the hiring manager that Singapore wasn’t an option…and Manchester was a long commute each way from my home.”

He then pitched a different idea: to work remotely for the company and not move (or commute) anywhere.

Popping the question

Telecommuting has been proven to improve productivity. But when remote work is uncharted territory for an organization, managers are often reluctant to make the leap from more traditional arrangements. Asking “cold turkey” isn’t likely to get you far.

Understanding that “conversations about these types of things never work out the way you planned,” Gibson started his process by putting together a detailed remote work proposal. “This document is something you can go through together and discuss. It also allows your manager to digest what you’ve said and think about it.”

In a post he penned for his blog, Generation Y, Gibson listed several key elements to include in a proposal:

Explain that you have a suitable workplace in your home or in a co-working center.

Share any financial pressures, such as commute costs, that are motivating you to make this request.

List the ways remote work will make you more productive.

It’s also useful to share case studies and statistics that show how other companies have benefited from implementing remote work strategies. (Editor’s note: We have plenty of examples in our Future of Work weekly roundups, so you have no excuse not to!) Few managers want to bear the burden of being the test case, and find it reassuring that there are proven policies for running a successful remote work program.

Why is all this preparation important? Gibson explains that a manager needs to see that the move to remote work is ultimately going to benefit the business, not just the employee.

Taking a test drive

Once your proposal is ready, Gibson says, outline a test-drive plan. Plans on paper aren’t necessarily going to convince a manager. Instead, real-world outcomes are the proof of the proverbial pudding.

“Propose a remote work trial of one or two days a week, lasting a month,” advised Gibson. “Then assess how it went at the end of the time.” To convince a manager, hopeful remotees must focus on being as efficient and responsive as possible during the trial period.

For Gibson, the benefits for the company were obvious: working from home freed him up to better collaborate with the Asia Rooms team in Singapore. “[It] enabled me to tweak my work hours to match the demands of the business. By starting work at 6:15 a.m., I have nearly half my day with the team in Singapore, and then have the rest of the day to work on delivering my business objectives.”

Your reputation precedes you

For some managers, allowing employees to go off-site can be unsettling. Fears that those employees will slack off or cease to be good team players are issues that need to be addressed. That’s why the value of a good reputation in the workplace can’t be overstated.

Gibson says that the best antidote for managerial worries is to have an excellent track record that leaves no doubts as to your work ethic. “Prove your worth and then prove it again. Become a likable, integral part of the team and somebody who doesn’t require micromanagement.”

In Gibson’s case, the hiring manager at Asia Rooms was already familiar with his productivity and work ethic. “We had previously worked with one another, so he knew my qualities. He knew I had produced at my previous job, that I hadn’t had a sick day in the past four years of employment and that I’d always been available when needed.”

Because he trusted Gibson and saw the value in a remote work setup, the hiring manager brought Gibson on to work from home, requiring only occasional visits to their Manchester office to “show face.” And as time went on, even those visits were dropped and he became 100 percent home-based.

The benefits of working remotely have been obvious, both for him and his employer. “It’s made me a better employee, and ultimately, a happier person.” For Gibson, making that initial request to work remotely was one of the smartest moves he could have made.

If you’re ready to work remotely and forgo the commute, take a line from Gibson’s story: if you want it, you’ve gotta ask for it.

Have you made a successful pitch to work remotely? Share your story and advice in the comments section.

]]>https://www.upwork.com/blog/2013/10/the-remote-pitch-telecommuting-remote-work/feed/0How to Build a Disruptive Business: Analyst Sangeet Choudary Weighs In On Where To Focushttps://www.upwork.com/blog/2013/09/how-to-build-a-disruptive-business-sangeet-choudary/
https://www.upwork.com/blog/2013/09/how-to-build-a-disruptive-business-sangeet-choudary/#commentsThu, 19 Sep 2013 18:54:02 +0000https://www.odesk.com/blog/?p=29642Sangeet Choudary is a widely published technology analyst and innovation consultant. His popular blog Platform Thinking analyzes disruption and innovation in digital markets; he also contributed to the book “Managing Startups,” is a mentor at several incubators and accelerators, and serves on the advisory boards of prominent startups like SkillShare. We caught up with Choudary to hear his thoughts on how to build a disruptive business; "platform thinking" and why it's important; and disruptive innovation, especially as it relates to entrepreneurs and marketplace business models.

]]>Sangeet Choudary is a widely published technology analyst and innovation consultant. His popular blog Platform Thinking analyzes disruption and innovation in digital markets; he also contributed to the book “Managing Startups,” is a mentor at several incubators and accelerators, and serves on the advisory boards of prominent startups like SkillShare.

We caught up with Choudary to hear his thoughts on how to build a disruptive business; “platform thinking” and why it’s important; and disruptive innovation, especially as it relates to entrepreneurs and marketplace business models.

1. You write about “Platform Thinking” — can you describe what that is and how it applies to businesses?

Traditionally, pipes have been the dominant model of business. Firms create stuff, push them out and sell them to customers. We see pipes everywhere! Every consumer good that we use essentially comes to us via a pipe — manufacturing runs on a pipe model, television and radio are pipes, our education system is a pipe. Prior to the Internet, much of the services industry ran on the pipe model as well.

Had the Internet not come up, we would never have seen platform business models becoming important. Unlike pipes, platforms do not just create and push stuff out; they allow users to create and consume value. There has been and continues to be a massive shift towards disruptive businesses that run on a platform model, like AirBnB, Twitter, YouTube, oDesk and Kickstarter.

2. What industries do you think are ripe for disruption in the near future?

There are four industries in particular that are ripe for disruption: education, legal services, financial services and healthcare.

Across these industries, information and data are either the end product or are critical to end-product delivery. However, tight regulation of these industries prevents easy disruption. The key challenge for disruptors today is their ability to ‘hack’ these regulations. We’ve already seen regulations come in the way of disruption in travel/rental (AirBnB) and in transportation (Uber, Carpooling.com).￼

3. What advice would you give to startups and entrepreneurs starting a business today? How can they identify industries that are ripe for disruption?

Technology analyst and innovation consultant Sangeet Choudary

The best way to identify an industry for disruption is to focus on solving an inefficiency. The startup needs to figure out the structural characteristics of the industry that give rise to the inefficiency, and determine a solution to improve or fix the inadequacy.

There are three structural characteristics of industries that are ripe for disruption:

1. These industries have inefficient gatekeepers. Take for example, the media industry. The entire editorial model is breaking down as community curation tools become more widespread. Gatekeepers thrive on controlling market access but the Internet blows that away, allowing startups to disrupt such industries.

2. Companies in these industries compete because of privileged access to supply. Just as gatekeepers have privileged access to market demand, some industries have privileged access to supply. Hotels, for example, are the only entities that have spare rooms to let out and taxi companies are the only ones with fleets of cars. Both of these models have been disrupted by startups that allow anyone to market a spare room or car.

3. These industries are extremely fragmented — Internet startups often aggregate highly fragmented industries. Look at what LinkedIn is doing to the hiring industry or what OpenTable did to the restaurant industry. This aggregation is nearly impossible without the Internet and that’s where these startups create unique value.

4. Why do you think most Internet businesses fail and so few succeed?

Let me talk specifically about Internet businesses with network effects. I believe most such businesses fail because they erroneously believe that their job is to build and ship technology and that technology is the end product. Building technology is definitely a critical part of running an Internet startup, but a startup’s work doesn’t end there. Enabling users to create value and interact with each other is an extremely important and poorly understood part of building internet businesses. In particular:

The value of a marketplace lies in the network of buyers and sellers, not in the technology itself.

Running an Internet business with network effects is not just about finding customers for your products, it’s about building interactions on top of your product.

Internet businesses typically fail because their monetization efforts deplete value from the community. (Think of what advertising does to social networks.)

5. What are the keys to successful marketplace businesses?

There are three broad factors critical to the success of marketplace businesses:

Liquidity: Liquidity is a state where there are a minimum number of producers and consumers in the marketplace and there is a high expectation of transactions taking place.

Curation of Products/Services (Quality): Users visit a marketplace with a transactional intent and want to find what they’re looking for easily and quickly. A user visiting AirBnB or Yelp has a specific purpose in mind. The quality of the search algorithm and the intuitiveness of the navigation are therefore critical to delivering value.

Curation of Participants (Reliability/Trust): Building trust is central to marketplaces where transactions carry risk. Focus on the trust metric is very important to move from appealing to an early adopter audience to appealing to a mainstream audience.

What challenges or successful strategies have you encountered while trying to build a disruptive business? Share your thoughts in the comments section below!

]]>https://www.upwork.com/blog/2013/09/how-to-build-a-disruptive-business-sangeet-choudary/feed/16 Ways Authors Can Use Virtual Assistantshttps://www.upwork.com/blog/2013/09/ways-authors-use-virtual-assistants/
https://www.upwork.com/blog/2013/09/ways-authors-use-virtual-assistants/#commentsMon, 16 Sep 2013 13:00:22 +0000https://www.odesk.com/blog/?p=29594Content is the currency of a writer’s business, so authors need to maximize their efforts toward that goal if they want to be successful. Their time is best spent perfecting their craft, putting the pen to paper (or more likely the cursor to the screen), and writing the next chapter in their book. One way to really take that effort to the next level is to utilize a virtual assistant, who can help with all the non-writing tasks that go into each writing project. Here are six ways authors (or writers of any type) can leverage a virtual assistant (VA).

Content is the currency of a writer’s business, so authors need to maximize their efforts toward that goal if they want to be successful. Their time is best spent perfecting their craft, putting the pen to paper (or more likely the cursor to the screen), and writing the next chapter in their book.

One way to really take that effort to the next level is to utilize a virtual assistant, who can help with all the non-writing tasks that go into each writing project.

Here are six ways authors (or writers of any type) can leverage a virtual assistant (VA).

1. ResearchResearch can be a time-consuming drain on the writing process. Sometimes you may need just one critical fact to support an argument or make a historical reference, but it can take forever to track it down. Instead of worrying about it, why not send a virtual assistant on a fact-finding mission and move onto the next section in the meantime? Similarly, if you’re writing for an online platform, a VA can help find unique stock images to illustrate your point.

2. Finding SourcesOne of the best ways for authors to solidify their work is to interview and quote first-hand sources. However, it’s not always easy to find the right person for the project. A VA can put the word out via services like Help a Reporter or SourceBottle, and can screen the responses to find the perfect source.

3. Setting Up InterviewsAfter identifying potential sources for the project, your virtual assistant can coordinate meeting times and set up a call for you to interview the source. With access to your calendar, it’s one less step you have to worry about. Or, given a set of questions and some direction, the VA could actually conduct the interview themselves, take notes, and report back their findings.

4. Proofreading and EditingOnce your draft is complete and you’ve looked it over, you’ll need to have someone proofread it. As with any important piece of writing, the more eyes you can get on a piece, the better. Even if your virtual assistant is not an English Lit major, they will probably catch some mistakes you never would have noticed. It’s embarrassing and unprofessional to publish work with typos and other errors, and having a VA look over your writing can help save you that embarrassment.

5. FormattingEach publishing outlet has its own formatting requirements, and it can be tough to keep up with all of them. On top of that, many authors struggle with formatting because it’s not their area of expertise. Rather than formatting your work yourself, task your virtual assistant with the job and you can move onto the next project.

6. Filtering DistractionsWriting may not be physically challenging, but it is certainly a mental workout. And just like any sport, writing can take a while to get into the groove of things. The worst thing that can happen when you’re “in the zone” is getting distracted by an email, a phone call, or a Twitter notification. A virtual assistant can buffer you from these modern distractions, much like administrative assistants of the past played gatekeeper outside executives’ offices. You can set up clear rules and boundaries and enjoy solid blocks of uninterrupted writing time.

While these strategies are particularly helpful for authors, they can be applied to all kinds of content creators. For any readers who fall into that category, how do you utilize a virtual assistant to make your days more productive?

Nick Loper is an author, entrepreneur, and a lifelong student in the game of business. As Chief Side-Hustler at Side Hustle Nation, he’s dedicated to helping an army of part-time entrepreneurs turn their business dreams into reality. His latest book project, Treadmill Desk Revolution, extols the benefits of using a treadmill desk at work for general health and weight loss.

]]>https://www.upwork.com/blog/2013/09/ways-authors-use-virtual-assistants/feed/2The Way You Work: oDesk Client Chris Clegg on How to Hire Onlinehttps://www.upwork.com/blog/2013/09/odesk-client-chris-clegg-how-to-hire-online/
https://www.upwork.com/blog/2013/09/odesk-client-chris-clegg-how-to-hire-online/#commentsThu, 12 Sep 2013 13:00:37 +0000https://www.odesk.com/blog/?p=29583Chris Clegg founded Portland Marketing Analytics in 2010, and decided to experiment with online work to see if this new way of working could help grow his business. He quickly discovered that oDesk was more cost-efficient than a traditional staffing agency and more effective than going through a recruiter, so he began to use oDesk as his go-to pool for talented professionals. Three years later, his company’s revenue has increased every year, and it’s now on track to become a multi-million dollar company. He told us, “I couldn’t have done it without the support of oDesk contractors.” En route to success, Chris developed his own list of online work dos and don’ts. Here are four of his favorite tips on how to hire online and get to work.

]]>Chris Clegg founded Portland Marketing Analytics in 2010, and decided to experiment with online work to see if this new way of working could help grow his business. He quickly discovered that oDesk was more cost-efficient than a traditional staffing agency and more effective than going through a recruiter, so he began to use oDesk as his go-to pool for talented professionals. Three years later, his company’s revenue has increased every year, and it’s now on track to become a multi-million dollar company. He told us, “I couldn’t have done it without the support of oDesk contractors.”

En route to success, Chris developed his own list of online work dos and don’ts. Below are four of his favorite tips on how to hire online and get to work.

1. Take your job description seriously. It’s not realistic to think you can throw your problems up online and wait for someone to swoop in with all of the answers. Chris explains that whenever he didn’t clearly explain what he wanted, he found a lot of well-meaning freelancers who were ultimately unable to help him. Drawing from his experiences, he emphasizes that it’s crucial to treat an online job post just as you would any other job description. He recommends, “lay out very clearly exactly what you’re looking for and what the expectations are.”

2. You get what you pay for. At first, Chris was drawn to oDesk because he believed it would be a good resource to get work done cheaply. He quickly realized that this was not the case; as with in-person employees, there is a tradeoff between quality and price with online workers as well. He recalls a favorite quote that captures this tradeoff: “If you think it’s expensive to hire a professional, wait until you see how much it costs to hire an amateur.” Now, before Chris posts a job, he sets a fair budget and focuses on finding freelancers within that budget. Hiring skilled professionals at the rate they deserve is worth it, he explains.

3. Interview extensively. One of the benefits of online work is that it’s easier to identify the right candidates, particularly because you can interview a much greater number of candidates and test them by giving them small projects. Chris explains that it took him a while to start taking advantage of this; in the beginning, he interviewed only 2 or 3 people for a position, and then hired whoever he thought was most qualified. Today, he interviews between 15 and 20 candidates. He also doesn’t hesitate to give potential hires test projects, which has enabled Chris to more accurately pinpoint the right person for the job. He explains, “this has led to many more long-term relationships and much greater success for me and for my team.”

4. Hire specialists. When Chris started using oDesk, he thought the ideal freelancer would be a “jack of all trades,” someone who would help him with all of his projects. He quickly found, however, that the real advantage of oDesk was that it allowed him to hire specialized professionals for specific tasks. He now deconstructs problems into smaller projects and then looks for freelancers who are experts in those areas. He explains, “finding someone with the specialized skills and who is available for 10 hours or 30 hours at the moment I need them is critical.”

Now a seasoned expert in online work, Chris has many more business plans in the works— including expanding Genealogy Beginner, a genealogy research website. He says, “I have many more dreams in mind and many more things to realize, and I know I’ll be successful because of what oDesk has to offer.”

For more about Chris, his best practices and other ways that business owners like Chris have found success with online work, check out our Client Resource Center. You can also watch his video below!

What are your best practices for hiring online workers? Share them in the comments section below!

]]>https://www.upwork.com/blog/2013/09/odesk-client-chris-clegg-how-to-hire-online/feed/2Managing an Online Team: The Top 3 Best Practices From oDesk Proshttps://www.upwork.com/blog/2013/08/managing-an-online-team-the-top-3-best-practices-from-odesk-pros/
https://www.upwork.com/blog/2013/08/managing-an-online-team-the-top-3-best-practices-from-odesk-pros/#commentsThu, 29 Aug 2013 16:36:00 +0000https://www.odesk.com/blog/?p=29493Despite their rapid growth in adoption, flexible work strategies are still in their infancy—which means there are few widely known best practices on hiring and managing an online team. But we consider ourselves lucky—we have a whole community of oDeskers who are seasoned online work experts, ready and willing to share their wisdom. And with that in mind, we are happy to introduce our all-new Client Resource Center, made possible by the many inspiring stories and best practices from some of our favorite users. In the Client Resource Center, you’ll find inspirational stories, client videos, and our free eBook, which all feature proven tips from real-life oDesk clients. But here you can get a sneak peek into 3 of their best pieces of advice.

]]>From remote work to distributed teams, from online work to work-from-home, flexible work strategies are core to today’s discussions about talent management, employee engagement, and organizational structure. But despite their rapid growth in adoption, these flexible work strategies are still in their infancy—which means there are few widely known best practices on hiring and managing an online team.

But we consider ourselves lucky—we have a whole community of oDeskers who are seasoned online work experts, ready and willing to share their wisdom. And with that in mind, we are happy to introduce our all-new Client Resource Center, made possible by the many inspiring stories and best practices from some of our favorite users.

In addition to providing practical tips on how to attract, hire and manage top talent online, the resource center profiles many oDesk clients who have found great success with online work. Of course, there is no single recipe for success. But by bringing to light different strategies for harnessing the potential of online work, these clients’ experiences provide guidance for those looking to learn more about online work.

In the Client Resource Center, you’ll find inspirational stories, client videos, and our free eBook, which all feature proven tips from real-life oDesk clients. But here you can get a sneak peek into 3 of their best pieces of advice.

Chris offers useful advice on how to attract the best talent, hire the right person, and get to work. His first tip is to take your job description seriously. He explains that he used to throw his problems up on oDesk and hope that someone would swoop in with all of the answers. Using this tactic he found a lot of well-meaning contractors that were ultimately unable to help him. Drawing from his experiences, he has found that it’s crucial to “lay out very clearly exactly what you’re looking for and what the expectations are.”

Learning the importance of setting clear expectations has enabled Chris to effectively use online work to grow his company, Portland Marketing Analytics. He explains that since he founded the company in 2009, his revenue has grown every year and his company is on track to become a multi-million dollar company this year. “I couldn’t have done it without the support of oDesk contractors,” he says.

2) Adam Neary, founder and CEO of Activecell: Seek out specialists.

For Adam, the real benefit of oDesk has been the ability to find and hire specialists. Before turning to oDesk, he spent the vast majority of his venture capital money with little success. In a final attempt to save his business, he turned to online work and got amazing results. He explains, “Instead of having 6 generalists in New York City, we found a ton of specialists on oDesk. It has been huge for us.”

Key to his success with building a remote workforce was learning to take advantage of the “pick and choose” nature of online work. Adam explained, “I discovered a labor market where very talented people are available for an hour or full time if you need them. It’s like this little buffet, and you can build exactly what you need.” Today, customers and investors alike are thrilled with Activecell’s product, and Adam plans to
continue using this new staffing model to grow his business.

On one hand, online work enables managers to completely reshape their staffing models to best suit their needs. However, in other respects, online management is quite similar to managing workers in person. Austin, for example, explains that the basic principles of good leadership—like treating workers well—still apply to remote teams. Given that people work better if they feel appreciated, Adam’s advice is simple: “Don’t be a jerk.”

Through following his own advice, Austin’s company Bright Newt—a thriving marketing, branding and app development firm—has done great work for clients far and wide. He has built lasting relationships with his freelancers and continues to receive excellent work in exchange for treating his virtual workers as important members of his team.

Want to learn more about successful online management strategies? Visit our Client Resource Center and check out our free eBook. And don’t forget to share your own online work best practices in the comment section below!

]]>https://www.upwork.com/blog/2013/08/managing-an-online-team-the-top-3-best-practices-from-odesk-pros/feed/3The Way You Work: oDesk Client Adam Nearyhttps://www.upwork.com/blog/2013/08/the-way-you-work-odesk-client-adam-neary/
https://www.upwork.com/blog/2013/08/the-way-you-work-odesk-client-adam-neary/#commentsWed, 28 Aug 2013 13:00:32 +0000https://www.odesk.com/blog/?p=29469Turning to the online workplace to power his company was Adam Neary’s Hail Mary. His company, Profitably, a financial analytics platform for small and midsize businesses, was just two years old and suffering a deep backslide. Using online work, his company did the impossible. He explains, “What we were not able to do with nearly $1.5 million in person, we’ve done there and back again for significantly less. Instead of having six generalists in New York City, we found an army of specialists on oDesk. It has been huge for us." Now a seasoned expert with online work, Adam has refined his strategies for making the most of online workplaces. Here are three pearls of wisdom he has shared with us.

]]>Turning to the online workplace to power his company was a Hail Mary for Adam Neary.

His company, Profitably, a financial analytics platform for small and midsize businesses, was just two years old and suffering a deep backslide.

His six full-time employees had quit, and investors had lost confidence. With just $100k left in the bank, he made one last bid to stay afloat. As Profitably’s Founder and CEO (and its sole remaining employee), Adam upended his business model and turned to oDesk. “At the time, it felt like the worst-case scenario, but it happened to be the best thing ever,” he says.

What Adam found revolutionized his business, revealing a new way to leverage both himself and the assets of his fledgling company. “I discovered a labor market where very talented people are available for an hour, or for a fixed-price project or full-time if you need them,” he says, comparing oDesk to a buffet, where “you can build exactly what you need. That’s totally different than the in-person marketplace.”

Using oDesk, his company did the impossible. He explains, “What we were not able to do with nearly $1.5 million in person, we’ve done there and back again for significantly less. Instead of having six generalists in New York City, we found an army of specialists on oDesk. It has been huge for us. The product we’ve built is great, customers are amped, and investors have followed on with additional funding to keep us moving. It’s a great indicator that we’ve really nailed this.”

The product is just now launching under a new name, Activecell, and while Adam is the only full-time employee, he contracts between 14 and 20 engineers on an ongoing basis. “It’s a very different model from what you see in a startup, but so far it’s been very successful,” he says, adding: “To achieve what we needed to with $100K was all sorts of impossible. And we’ve done the impossible.”

Now a seasoned expert with online work, Adam has refined his strategies for making the most of online workplaces. Here are three pearls of wisdom he has shared with us.

1) Leverage the “pick and choose” nature of online work.

Hiring specialized workers when he needs them has allowed Adam to solve highly technical problems quickly without paying for superfluous work. He explains, “We’re not solving basic web problems. We are solving highly technical, cutting-edge, difficult challenges that even people in New York, quite frankly, weren’t able to crack.”

On oDesk, he was able to find the specialized skills he needed, as he needed them. He explains, “You can hire 10 hours a week of project management, 20 hours a week of quality assurance. You can hire five hours a month of search engine marketing expertise. We’re going to hire 10 hours a month of copywriting. You can just order what you want,” he says. “It’s a lever, a force multiplier—and it’s very powerful.”

2) Don’t rule out a candidate whose spoken English isn’t perfect, but do take advantage of feedback and test projects.

When hiring online, Adam has found success by starting with interviews before turning to test projects and feedback. He typically interviews candidates over Skype, but admits this isn’t always the best way to gauge aptitude. He explains, “There are some amazing engineers that aren’t good speakers and can’t structure a good sentence—that’s true in Brooklyn, not just in Croatia.” For that reason, Adam rarely rules out a candidate when the interview didn’t go smoothly. Instead, Adam also weighs feedback. He says, “They have to have between four-and-a-half and five stars and a number of positive ratings from clients they have worked with in the past.”

Test projects are another, more accurate way to gauge candidates. He explains, “On oDesk you can start everyone out with a fixed-scope, fixed-price gig, and you see them actually deliver real work before hiring. That’s a game changer.”

3) Use communication software to promote constant communication.

Adam has found that communication tools—not meetings—have enabled him to efficiently manage his remote team. He explains, “There are people who believe you need to have a daily video conference where attendance is mandatory. I do not believe that.” For this reason, at Activecell, “There are no meetings—zero. If someone has a question, they pose that question, then work on something else until they get an answer.“

In lieu of meetings, Adam has chat lines set up to enable near-constant communication and accountability, and to streamline workflow. He says, “We use group chat (HipChat, specifically) as our office. We have messages piped in from all of our services: the global engineering team is working 24/7, so there is a continuous dialogue. When you start your day, you can read everything that happened since you left. Fantastic.” Adam believes that the right communication software is key to his business’ success. “You can’t build a house without the right tools,” he says, adding: “You can’t manage a remote team over email.”

]]>https://www.upwork.com/blog/2013/08/the-way-you-work-odesk-client-adam-neary/feed/2Best of Tip Tuesday: Online Work Advice from Real oDesk Freelancers & Clientshttps://www.upwork.com/blog/2013/08/best-tip-tuesday-online-work-advice-odesk-freelancers-clients/
https://www.upwork.com/blog/2013/08/best-tip-tuesday-online-work-advice-odesk-freelancers-clients/#commentsTue, 27 Aug 2013 13:00:51 +0000https://www.odesk.com/blog/?p=29440In our weekly ‘Tip Tuesday’ posts on Facebook, we ask our community about working and hiring on oDesk and invite them to respond with their top tips. We have been amazed by the wealth of knowledge and expertise we received; thank you all for your great comments! Though it was difficult to choose our favorite responses among so many valuable tips, below are this month’s winners.

]]>In our weekly Tip Tuesday posts on Facebook, we ask our community about working and hiring on oDesk and invite them to respond with their top tips. We have been amazed by the wealth of knowledge and expertise we received; thank you all for your great comments!

Though it was difficult to choose our favorite responses among so many valuable tips, below are this month’s winners. If you’d like to be featured here next month, make sure to keep an eye on our Facebook page for the next Tip Tuesday questions!

Editor’s Note: Responses edited for clarity

Q: What are the most important things to include in a cover letter?

A clear understanding of the project posted and an ability to communicate what you bring to the project that sets you apart from others. Correct spelling and grammar are a given. – Corri Byrne

When reviewing applicants, we always read the cover letters to see if the prospect is taking the time to actually sell themselves to us. Too many applicants forget that their cover letter is their way of advertising their skills and abilities to the prospective client. Do you represent yourself well? Do you use proper spelling and grammar? Do you tell the reader why you would be the absolute best person for the position? Your profile and your cover letter tell clients how seriously you take your business and how seriously we should take you as well. – Kinzer Projects, LLC

First off, read the entire job post. Specify what position you are applying for. And then write a unique cover letter for each job post by responding or mentioning what the hiring manager is looking for, like your availability. When writing your cover letter, sit with the job description and include your qualifications, link to relevant work experience and describe your future role in the team. Some hiring managers require a phrase filter, which is one of the reason why you have to read the entire job post—make sure you don’t forget to put that phrase in your letter. Keep in mind that your goal is to catch the hiring manager’s interest. – Ma Estela Pulgo-Yabo Villaruz

Q: What is the one piece of technology or software that you could not work without? (excluding your computer and mobile devices).

Q: What are the most important materials to include in your oDesk portfolio?

a) Proper title for portfolio item
b) A brief description of the item (to the point) c) URL to where they can see live demo
d) Relevant image
e) Include attachment if necessary
f) Client’s feedback if available!
– Saidur Rahman

It’s important for writers to show a wide range of styles and formats, beyond the neutral professional tone you may often need to use. The piece that gets you the job tends to be the piece that both impresses and entertains the employer, and shows you can do more than be straight-laced professional. Comedy with perfect grammar gets you noticed more than anything. – Rebecca Kerr

The oDesk portfolio is sort of “Valid Entry Card” in “The Job Land.” It must remain updated at all times. If the cover letter is your first impression, the portfolio is your second. It must contain three things:
1) Wisely chosen title of the project
2) Clear snapshot of the project
3) Keyword-rich description and link to the product
A well-organized oDesk portfolio does attract the clients.
– Farooq Hussain Shah

Q: What is the most important question to ask in an interview?

Communication is very important in our line of work. Freelancers should ask, “How would you like us to communicate? Should I email you everytime I have a concern or should I make a summary by the end of the day? Should it be daily or just as needed?” Of course, you should both be aware of your time zones. – Bai Tender Sinsuat

Q: What is the ONE piece of advice you would give a new oDesker?

Always put yourself in the shoes of the client and consider whether you will hire yourself or not. What qualities you consider in an applicant? This homework will help you write high-quality proposal letter. Once you have touched the heart of client, nobody will resist your letter and more chances you will have get of getting hired. – Hannan Ahmad

Q: Other than your home or office, where is your favorite place to work?

In coffee shops. Coffee helps get your ideas flowing. After you have an initial idea or a plan laid out, a cup of coffee can help you execute and follow through on your concept faster without compromising quality.
– John Vincent Teatro

]]>https://www.upwork.com/blog/2013/08/best-tip-tuesday-online-work-advice-odesk-freelancers-clients/feed/15 Tips for Building Your IT Infrastructure From Scratchhttps://www.upwork.com/blog/2013/08/5-tips-for-building-your-it-infrastructure-from-scratch/
https://www.upwork.com/blog/2013/08/5-tips-for-building-your-it-infrastructure-from-scratch/#commentsWed, 21 Aug 2013 13:00:49 +0000https://www.odesk.com/blog/?p=29392Successful businesses rely on a multitude of hardware, software, and service solutions to power their operations. But without prior IT experience, putting these products in place can be a daunting task. So how do you find and implement the right IT systems for your company? We talked with oDesk’s own IT Manager, Gordon Thomas, on how to approach building up an IT infrastructure with a long-term, sustainable strategy in mind.

]]>Successful businesses rely on a multitude of hardware, software, and service solutions to power their operations. But without prior IT experience, putting these products in place can be a daunting task.

Even just figuring out what tools you need can be difficult. From communications, file sharing and collaboration services to network security and stability, help desk support, and hardware management programs, the options are abundant and the guidance scarce. A small, resource-strapped company might only pick up these products one by one as needs arise and as employees juggle multiple roles, making a cohesive system hard to come by.

So how do you find and implement the right IT systems for your company? We talked again with oDesk’s own IT Manager, Gordon Thomas, on how to approach building up an IT infrastructure with a long-term, sustainable strategy in mind.

1. Search Early for the Right Solutions

Decisions made early on when choosing between different IT products and services can have major repercussions down the road as your company matures. As a startup or small business, finding the right product that will fit both your current and future business needs is often a tricky, time-consuming process. So where do you start your search?

Thomas advises to “look within the office and see if anyone has already cobbled something together — because a lot of times people have already found your solution.” You can ask, “is anyone already using this solution and can we just adopt it on a broader scale?” Close to half of the products Thomas has implemented were originally found internally.

If no immediate fix exists within the office, research third-party reviews and contact companies to test out their products or services in your workplace.

“What level of commitment is required for the product?” Thomas typically asks himself. “We want a path where we can test and get comfortable with a product in real-world conditions.” He recommends watching to see if any problems that arise can be solved before adopting company-wide; if not, don’t hesitate to switch products at the trial stage.

2. Don’t Overlook Relationships with the Vendor’s Team

When searching for enterprise software and services, look to the early stages of your relationship with each vendor as an indicator of the support you will receive later on if something goes wrong.

“How do they respond when you have a problem? Do they help you? Do they charge you to help you? Do you get placed in the queue and have to work your way up through four layers of tech support?” Thomas said.

He also recommends building peer relationships with a vendor’s engineering and support staff while evaluating their product. Having a direct line for advanced troubleshooting or questions will save valuable time and provide greater insight into the workings of the product.

3. Aim for Simplicity

An oDesk team meets in our Pangea conference room — complete with a projector, TV, Mac mini and more

“The less configuration involved, the better,” he explains. “This generally signifies a better developed or more mature product. When it comes time to support the product, you’ll be able to do it with a lot less overhead.”

Choosing standardized products also simplifies training, onboarding, troubleshooting, and implementing vendor updates. “The perfect product that you have to customize and script is generally not going to be worth it.”

4. Find Solutions That Will Grow With Your Company

As companies grow and expand beyond the confines of a single office, their individual IT needs change rapidly. A small business might use a basic file-sharing service that works well for 20 people, but unravels into a mess after two years and 200 additional employees.

Finding products that can grow well with your business will help you avoid future switching costs like company-wide retraining and increased staff turnover. Thomas highlights administrative scalability as a commonly overlooked feature that can make or break a product experience.

“You want to make sure that your system has great logging, a great administration interface, different admin tiers, and the ability to add and remove admins,” Thomas said. “That’s the biggest impediment to scaling and sticking with a system over a period of time.”

“Finding companies that have good scalable administration is the exception rather than the rule,” he added. “That’s the difference between IT being able to solve a problem in 30 seconds versus three days.”

Other factors to evaluate for growth potential include geographical distribution, the ability to add functionality, and whether the product allows for scaling down as needed.

5. Keep Processes Flexible and Intuitive

If you were to disappear today, would the company be able to function? Thomas warns against accumulating a burden of implicit knowledge over time, which is an inclination commonly seen among managers in rapidly changing environments.

“There is a tendency in IT to over-engineer things — it’s so easy sometimes to just throw a script on something to patch a problem. You build up a web of these cheap, temporary fixes, and eventually the burden of maintaining and remembering all of them becomes so high and these systems become so complex that you can never take a break or hire new people.”

Whenever possible, opt for permanent fixes that won’t require revisiting down the road. Keep the complexity of the system to a minimum and leave a breadcrumb trail for coworkers and new employees to follow; this will help your business stay agile amid a landscape of accelerating technological change.

What have you learned while setting up your IT infrastructure? Share your thoughts and experiences in the comment section below!

]]>https://www.upwork.com/blog/2013/08/5-tips-for-building-your-it-infrastructure-from-scratch/feed/2Infographic: Working Across Time Zoneshttps://www.upwork.com/blog/2013/08/infographic-working-across-time-zones/
https://www.upwork.com/blog/2013/08/infographic-working-across-time-zones/#commentsTue, 20 Aug 2013 19:53:14 +0000https://www.odesk.com/blog/?p=29382Are you part of a globally distributed team? Do you work with freelancers or clients virtually from around the world? Are you curious about what the work day looks like in other countries? If you answered 'yes' to any of those questions, read on — the folks at Washington University’s School of Law’s @WashULaw program have created this handy infographic resource for working across time zones.

]]>Are you part of a globally distributed team? Do you work with freelancers or clients around the world? Are you curious about what the work day looks like in other countries? If you answered ‘yes’ to any of those questions, read on.

Working across time zones can be a difficult task if you don’t have the right tools. The simplest task, like scheduling a phone call, can be made much more difficult if you don’t know when the other person will be available or even what time it is where they are.

The infographic below is a handy reference for working with parties in major cities around the world. Each entry tells you the offset from UTC/GMT time for a particular city, as well as information such as the typical lunch “hour” and major holidays.

[click the graphic below for a version you can zoom in on]

Does the infographic reflect your typical work schedule? Do you have info for a new city to add? Share your updates in the comments below!

]]>https://www.upwork.com/blog/2013/08/infographic-working-across-time-zones/feed/9How to Foster a Work-Hard/Play-Hard Culture with Blended Teamshttps://www.upwork.com/blog/2013/08/how-to-foster-a-work-hardplay-hard-culture-with-blended-teams/
https://www.upwork.com/blog/2013/08/how-to-foster-a-work-hardplay-hard-culture-with-blended-teams/#commentsMon, 19 Aug 2013 13:00:03 +0000https://www.odesk.com/blog/?p=29328These days, it’s easy to think that adding a ping pong table or instituting Hawaiian Shirt Fridays is enough to create the work-hard, play-hard culture that has served companies like Google and Facebook so well. But in reality, it takes more than superficial perks to truly invigorate your company’s culture and transform it into a workplace where passionate people are knocking down your door trying to find out how they can join the company. It can be even more challenging to create this kind of culture when key members of your team work remotely, but that’s actually when it becomes most important. BusinessBee's Elli Bishop helps you get started with four critical tactics that will energize your business and establish a vibrant culture, fostering high productivity and record-breaking results.

]]>These days, it’s easy to think that adding a ping pong table or instituting Hawaiian Shirt Fridays is enough to create the work-hard, play-hard culture that has served companies like Google and Facebook so well. But in reality, it takes more than superficial perks to truly invigorate your company’s culture and transform it into a workplace where passionate people are knocking down your door trying to find out how they can join the company. It can be even more challenging to create this kind of culture when key members of your team work remotely, but that’s actually when it becomes most important.

To help you get started, here are four critical tactics that will energize your business and establish a vibrant culture, fostering high productivity and record-breaking results.

1. Make sure you’re on a mission.
To attract and retain people with the kind of talent, integrity and work ethic needed to take your business to the next level, you need to tap into what makes their work for you more than just a job. Identify the gut-level purpose of your company and make sure it is the lifeblood of every decision you make and every new project you implement. This sounds like a weighty task, but it’s a lot easier if you start with a solid mission statement.

A mission statement is more than just a collection of pretty words. It should compel your team to strive harder because what the company is doing makes a deep impact on the world around it. No matter what your business does, there was a spark that got it started. Breathe constant life into that spark and watch it burst into flame.

2. Have a solid game plan.
No matter how hard a team works, without a common objective and clear plan to get there, they are unlikely to be wearing a Super Bowl ring anytime soon. You need to make sure everyone is on the same page and that your strategy is clear. Be sure to highlight the value of every player, regardless of their role, to keep your team working toward a collective victory rather than just individual heroism.

For team members who are not in the office on a regular basis, it is crucial to make sure they feel like they are on the field with the rest of their teammates. Utilize regular phone calls or Skype sessions where remote players can virtually be with everyone else for focus sessions, progress updates or simply plugging into the collective energy of the team. As a good rule of thumb, don’t let more than a few days pass without bringing everyone together to check in.

3. Make it fun.
This is where management often gets distracted by the aforementioned ping pong tables. Fostering a fun workplace doesn’t mean contrived or forced play. A team that knows what its goal is and why it’s important can have fun putting in long hours because they are working together and they know they’re winning. Winning is fun and it’s rarely easy to get there.

Additionally, reward effort on a regular basis with sincere, specific praise. Implementing simple tools like countdowns to goals can be highly motivating; employees will vie for the privilege of getting to tear off the next number on your path to victory. After a long night at the office, take the team out for an impromptu dinner to reward the extra effort. At the conclusion of a particularly rough week, surprise them with tickets to a local sporting event or head down to the local bowling alley to blow off some steam. For remote employees, send them a surprise delivery of Chinese food, and Skype with them from the office as you all struggle with your chopsticks and catch up on how everyone is doing. The key is to make the balance between work and play a regular part of your culture and to tie R&R to something measurable.

4. Make sure everyone gets to play.
One of the reasons team sports are so popular is that it feels good to be part of something bigger. However, no one likes to be the one left alone on the bench, and it’s easy for remote employees to feel like they’re always waiting for the coach to put them in. Because their contributions are just as crucial to the team’s collective success, it is imperative that you have a strategy to make them feel like they’re out on the court with everyone else.

Video conferencing on a regular basis is one of the best ways to do this, as seeing each other face to face amplifies the bonding among team members. Assign roles to different staffers during these collaborative sessions and make sure that remote workers can participate fully when it’s their turn. It’s also helpful to utilize email for daily or weekly motivational activities, progress reports and countdowns. Email is a medium that puts local and remote team members on equal footing, as it can make everyone feel like they are just down the hall from one another.

Eager to get started? Identify one strategy you can implement this week to improve your company’s work-hard, play-hard culture, and go from there.

How do you create a work-hard/play-hard culture on your team? Share your tips in the comments section below!

Elli Bishop is a writer for BusinessBee, a great place to find solutions to all of your small business needs. In her free time, she enjoys writing, practicing yoga, and playing tennis.

]]>https://www.upwork.com/blog/2013/08/how-to-foster-a-work-hardplay-hard-culture-with-blended-teams/feed/4The Way You Work: oDesk Client Jay Shapirohttps://www.upwork.com/blog/2013/08/the-way-you-work-odesk-client-jay-shapiro/
https://www.upwork.com/blog/2013/08/the-way-you-work-odesk-client-jay-shapiro/#commentsThu, 15 Aug 2013 13:00:06 +0000https://www.odesk.com/blog/?p=29337Ever wanted to start your own business...while simultaneously traveling the world with your wife and two kids in an eco-friendly RV? Well, that’s what oDesk client Jay Shapiro wanted to do — and did. By tapping into online work, he was able to build Infinite Monkeys — a site that allows anyone to easily create a mobile app — while he remained happily on the road. Along the road to success, Jay made some important discoveries about the benefits of online work and developed his own best practices for leveraging remote teams. Here are five of his best nuggets of advice.

]]>Ever wanted to start your own business…while simultaneously traveling the world with your wife and two kids in an eco-friendly RV? Well, that’s what oDesk client Jay Shapiro wanted to do — and did. By tapping into online work, he was able to build Infinite Monkeys — a site that allows anyone to easily create a mobile app — while he remained happily on the road.

After creating and selling a Singapore-based Internet marketing agency with 175 employees and offices in Asia, London, and Silicon Valley, Jay set out to discover if it was possible to build an entire company in the cloud. Using oDesk as his go-to global talent pool, he created a super-nimble operational structure that relies almost entirely on online workers, and he has no plans to return to the old brick-and-mortar style of work.

“With my former company, I had offices and leases and had to negotiate with governments to be licensed in their country. I was dealing more with bureaucracy than I was with the creative process,” he says. “With oDesk, I can hire people from anywhere — wherever I find the best talent. I don’t have to open offices. I just find talent and hire them. And I go back to the creative end of running my business.”

Today, Infinite Monkeys is up and running, powered by Jay’s unique vision and a crew of about 35 freelancers from New Jersey to New Delhi. His business (ad)venture just passed 50,000 registered publishers, and Jay is currently engineering an expansion that could quadruple his workforce.

Along the road to success, Jay made some important discoveries about the benefits of online work and developed his own best practices for leveraging remote teams. Here are five of his best nuggets of advice.

1. Remote hiring opens up a global pool of talent that is deeper than your local resources.
Online work makes it possible to tap into the best talent regardless of geographical location. Jay explains, “What oDesk allows you to do is not hire the best person for the role who coincidentally happens to live within 30 miles of your office. It allows you to hire the best person for the role.” He adds: “We are totally global.…We have contractors literally on six continents. If there is a contractor in Antarctica, we’ll hire them.”

2. Project managers are well-suited to working remotely, and can smooth the transition to an all- or semi-remote workforce.
Cultivating a team of reliable project managers has enabled Jay to step away from what he calls “day-to-day hand-holding and operational issues” and focus instead on creative development and tasks he enjoys (including traveling around the globe with his family). His project managers decide on the frequency and means of communication with their teams. This often varies by job type and may include basic tools such as email or video chat, or more complex communication software.

3. Hire for skills or tasks rather than for personality or portfolio.
Interviews are not always the best indicator of who will be a great worker, and Jay has found that this is especially true when hiring international workers. “In a lot of countries where we hire, English fluency is not necessarily someone’s best thing and there may be shyness issues,” he says. “A great developer but might not be comfortable getting on Skype and talking in an interview.” Instead, Jay gauges whether to hire someone via email chatting and test projects.

4. Test your recruits with a small but meaty piece of work.
Breaking projects into small chunks allows Jay to test new hires and also helps his bottom line. He says, “Rather than hiring a developer and keeping them for 18 months, we’ll break it up into individual tasks and hire the best person for that task. So they tend to be bite-sized jobs and an individual contractor may have five or 10 contracts with me, but we start a new contract based on the work available at that time.”

5. It pays to focus on cultivating culture and loyalty.
Despite the transient nature of his workforce, employee retention is increasingly important and has driven Jay to focus on creating a good company culture in a remote setting. To foster loyalty, Jay gives his freelancers regular raises and bonuses. Occasionally he goes far above and beyond — after learning one of his freelancers was forced to stop working because she had been put on pregnancy-related bed rest, he sent her a “maternity bonus” to make up the lost income, help with her hospital bills, and just say thank you. Another team member recently asked him to be in her wedding. While he’s not sure if he can attend, the spirit of the invitation means a lot. “It’s a great testament to the remote work relationships that can be built,” he says.